Guido Bruinsma

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Verified

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• Dr.
• Professor (Assistant) at University of Twente

- The current paper details the four most important building blocks for the creation of a serious game on shaping the employee behaviour needed for the DT. - Using theoretical state of the art insights on HR and alignment, and the solidified knowledge of HR professionals acquired through interviews and surveys, these buildings blocks were created....

To aid human resource management professionals design a configuration of human resource management practices that facilitates the employee behaviour needed for the digital transformation, a serious game was created. The serious game challenges human resource management professionals to combine and design human resource management practices that ali...

The Design of a Serious Game for Shaping the Employee Behaviour for the Digital Transformation

Defining the behaviours needed for the digital transformation, and how to steer employees towards that behavior. Outcomes qualitative study as first ingredient serious game.

Organizations increasingly embrace the digital transformation (DT): organizational change shaped by the widespread diffusion of technology. This results in specific demands in terms of employee behavior. Organizations need to adapt to technology-driven work methods and proactively set out to reap the benefits of new technology. Shaping employee beh...

Organizations increasingly embrace the digital transformation (DT): organizational change shaped by the widespread diffusion of technology. This results in specific demands in terms of employee behavior. Organizations need to adapt to technology-driven work methods and proactively set out to reap the benefits of new technology. Shaping employee beh...

For organizations that use IT systems in their primary business or as support of their business processes, optimal alignment between the business strategy and their business information technology (BIT) is critical. However, achieving business information technology alignment remains challenging due to the vast number of choices one has to make. Fi...

The COVID-19 pandemic has reinforced the significance of adopting a technological-approach for advancing the future of education, underscoring the need to bring transformational changes in teaching methods by making them more technology-centric. In this context, Digital game-based learning (DGBL) is an efficacious educational tool to improve the qu...

To aid HR practitioners in their design of firm specific HRM configurations, and contribute to the state of the art HRM knowledge, we created a simulation model. In this paper we present the simulation model, and the serious game in which it was implemented, but focus on the practical and academical implication of creating and using our initial HRM...

Deciding which HR-practices to select, and how to design them to be effective is challenging. Currently there is a lack of tools that aid HR-professionals in the design of effective HRM. A simulation model can fill this void. In this paper we present the design of, and first experiences with, a strategic HRM game-based simulation model that sets ou...

In this (dutch) paper we elaborate how, through the use of workshops using a serious game, we took an important step for the development of a strategic human resource management simulation model. During these workshops, 72 HR-practices were presented to 187 HR-professionals. Based on their HR experience, the HR-professionals quantified and nuanced...

HRM challenges arise due to a changing technology-enabled labor market. One of such challenges is a rise in flexible working arrangements. In the Netherlands, for example, a rise occurred from 13,6% flexible work arrangements in 2003 to 21,2% flexible work arrangements in 2015 (Bolhaar, Brouwers, & Scheer, 2016). Due to these developments, organiza...

For HR practitioners in general, and for managers of small and medium sized enterprises (SMEs) with limited HRM expertise in particular, the large number of interdependent combinations of HR practices results in a challenging scenario. A simulation has the potential to determine the effects of HRM choices taking into account the large number of int...

Configurational thinking in HRM is expected to increase understanding of the HRM-firm performance link and potentially aid HR professionals in the complex task of designing effective HRM. Here, we specify configurational theory in HRM to a level of detail that has been lacking. We present two empirical sections in this paper. First, we assess the e...

InLine is a human resource management (HRM) serious game that addresses the challenges that HR practitioners are faced with when designing context specific HRM policies and practices for organizations. In the current paper, the design and initial validation of InLine is presented. First, in order to get to grips with the requirements that the HRM d...

Examined was what changes occur in the level of engagement of students in the higher professional education Human Resource Management (HRM) during their internship period (N = 33). Their engagement was measured on three moments: just before (t0), during (t1) and at the end of the internship period (t2). It was expected that the internship would be...

Recent incidents and major training exercises in and outside the Netherlands have persistently shown that not having or not sharing information during emergency response are major sources of emergency response inefficiency and error, and affect incident mitigation outcomes through workflow planning that is based on this information. In this dissert...

For emergency responders in crisis situations it is essential that they timely acquire all information critical to their task performance. Lack of adequate information hampers the decision-making process, the workflow as well as situational awareness, which consequently strongly influences a successful solution of the crisis. Studies have shown tha...

Crisis response and management involve multiple collaborative actors who execute tasks in a dynamic setting. For the effectiveness of collaboration and crisis fighting it is essential that all actors have access to relevant information necessary for their tasks. Managing the information flow, i.e. presenting the right information to the right perso...

The adhocratic emergency response organization has to allocate a relatively large portion of time and effort to communication in order to coordinate activities, and keep track of the current state of the emergency and the current assembly of the emergency response organization. Addressing the strain put on the emergency responder as a consequence o...

The unique and dynamic changing nature in which a disaster unfolds forces emergency personnel involved with the mitigation process to be greatly flexible in their implementation of protocols. In past disasters the incapability of the disaster organization to swiftly adjust the workflow to the changing circumstances, has resulted in unnecessary dela...