Öz

The digital age has caused the hotel industry to embrace innovative human resource management. Gamification is one of the popular technological developments in human resource management. Gamification is the adaptation of game elements to real life. After 2009, the concept of gamification has been adapted to many areas of business life.. My Marriott Hotel gamification application is known as the first and only example used in hotel human resources management. The game was retired after a very short time. Although gamification remains popular in other disciplines, good examples of gamification have not developed in hotel human resource management. This research aims to examine the reasons for the failure of the first gamification example applied in hotel management and to determine the critical success factors for future applications. The case study method was used to find detailed information about the first and only example in the field of tourism. Twelve documents related to the game were reached by using the hotel's website, other websites, theses and articles. The reasons for failure were determined by coding the collected data with content analysis. As a result of the research, it was determined that the first games were unsuccessful due to bad and incomplete game design. Nine critical success factors have been identified in the design of games to be implemented in hotels, including interdisciplinary work, player interaction, player types, adaptation to tourism variability, generational differences of players, constructing the game on clear goals, player motivation, expectations from gamified games, and management support.

OTEL İŞLETMELERİNDE İLK OYUNLAŞTIRILMIŞ İŞGÖREN SEÇİM UYGULAMASI VE KRİTİK BAŞARI FAKTÖRLERİ

Öz

Dijital çağ, otel endüstrisinin yenilikçi insan kaynakları yönetimini benimsemesine neden olmuştur. İnsan kaynakları yönetiminde oyunlaştırma popüler olan teknolojik gelişmelerden biridir. Oyunlaştırma oyun öğelerinin gerçek hayata uyarlanmasıdır. 2009 yılından sonra oyunlaştırma kavramı iş hayatının birçok alanına uyarlanmıştır. My Marriott Hotel oyunlaştırma uygulaması, otelin insan kaynakları yönetiminde kullanılan ilk ve tek örnek olarak bilinmektedir. Oyun çok kısa bir süre sonra kullanımdan kaldırılmıştır. Diğer disiplinlerde oyunlaştırma popülerliğini sürdürse de otellerin insan kaynakları yönetiminde iyi oyunlaştırma örnekleri gelişmemiştir. Bu araştırmanın amacı, otel işletmeciliğinde uygulanan ilk oyunlaştırma örneğinin başarısızlık nedenlerini incelemek ve gelecekteki uygulamalar için kritik başarı faktörlerini belirlemektir. Turizm alanında ilk ve tek örnek hakkında ayrıntılı bilgi bulmak için örnek olay (vaka) yönteminden faydalanılmıştır. Otelin internet sitesi, diğer internet siteleri, tezler ve makaleler kullanılarak oyun ile ilgili on iki kaynağa ulaşılmıştır. Toplanan veriler içerik analizi ile kodlanarak başarısızlık nedenleri belirlenmiştir. Araştırma sonucunda ilk oyunların kötü ve eksik oyun tasarımı nedeniyle başarısız olduğu tespit edilmiştir. Otellerde uygulanacak oyunların tasarımında disiplinler arası çalışma, oyuncu etkileşimi, oyuncu tipleri, turizm değişkenliğine uyum, oyuncuların kuşak farklılıkları, oyunun net hedefler üzerine kurgulanması, oyuncu motivasyonu, oyunlaştırılmış oyunlardan beklentiler ve yönetimin desteği olmak üzere dokuz kritik başarı faktörü belirlenmiştir.

Anahtar Kelimeler

• Oyunlaştırma
• Turizm
• İnsan Kaynakları Yönetimi
• Oyun Tasarımı
• Z Kuşağı.

Kaynakça

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