| dc.contributor.advisor | 吳文傑 | zh_TW |
| dc.contributor.advisor | Wu, Jack | en_US |
| dc.contributor.author (Authors) | 司徒嘉慧 | zh_TW |
| dc.contributor.author (Authors) | Seetoo, Chia-huei | en_US |
| dc.creator (作者) | 司徒嘉慧 | zh_TW |
| dc.creator (作者) | Seetoo, Chia-huei | en_US |
| dc.date (日期) | 2021 | en_US |
| dc.date.accessioned | 2-Mar-2021 14:26:56 (UTC+8) | - |
| dc.date.available | 2-Mar-2021 14:26:56 (UTC+8) | - |
| dc.date.issued (上傳時間) | 2-Mar-2021 14:26:56 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0107933005 | en_US |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/134057 | - |
| dc.description (描述) | 碩士 | zh_TW |
| dc.description (描述) | 國立政治大學 | zh_TW |
| dc.description (描述) | 國際經營管理英語碩士學位學程(IMBA) | zh_TW |
| dc.description (描述) | 107933005 | zh_TW |
| dc.description.abstract (摘要) | InfiniteGame is a human resource training service provider aiming to re-kindle passion, collaboration, trust, and innovation in people working together through cooperative real-life and virtual games. Our service will be in three parts. The first part is conducting a pre-training collaboration status analysis questionnaire to understand the organization structure and collaboration mode, and making anonymous employee phone interviews to understand the pain points during client employees’ collaborations. The second part is a semi-customized on-site training that includes cooperative real-life and virtual games based on the results of the questionnaire and interviews. The third part is tracking the training result and helping the client cultivate a new collaborative corporate culture by a series of post-training 3-month follow-up games.With the impact of pandemic and the rise of digital technology and individualism, The Economist has predicted that what firms will need emphasizing in 2021 is new ways to bring employees together other than drinks on Zoom. Indeed, simply increasing the quantity of collaboration is not enough, InfiniteGame wants to provide a service that helps improve the quality of collaboration with better communications, more trust and creativity.Our semi-customized cooperative games will be different from those existing consensus camps in the market in three ways. First, our art-related cooperative games do not use physically challenging activities to emphasize competition or self-exhibition, rather we encourage individuals to discover themselves and each other, re-calibrate themselves in teams, and re-adapt to a new collaborative mindset with art-related games. Second, unlike those competitors using a one-fit-all curriculum, we semi-customize the games according to corporate’s specific conditions based on the results of our questionnaire and interviews. Third, while a traditional consensus camp is usually a one-time big long course happening in one day or two, which employees inevitably forget as time goes by, InfiniteGame provides a series of post-training 3-month follow-up games that will help cultivate new collaborative behaviors into new collaborative habits and eventually into a new collaborative corporate culture. | en_US |
| dc.description.tableofcontents | TABLE OF CONTENTS1. Executive Summary 11.1. Vision and Mission 11.2. How Does InfiniteGame Work for Businesses? 11.3. Why the Quality of Collaboration Matters Now? 21.4. Why Cooperative Games? 31.5. Why Collaborative Artists? 51.6. Keys to Success 62. Company Summary 102.1. Introduction 102.1.1. Company Profile 102.1.2. Origin of the Company Name 112.2. Company Ownership & Roles and Responsibilities of Business Partners 122.3. Company Structure 122.4. Consultant 123. Products & Services 133.1. Products 133.2. Diagnose Organization Collaboration Condition with Questionnaire and Interviews 143.3. Common Reasons Why Collaborations Fail? 173.4. Why Corporate Leaders Must Join the Games? 183.5. Long-term Effect Tracking – Post-training Service 193.6. Important Supplier —Sony PlayStation 194. Market Analysis 214.1. Market Overview 214.2. Brief Evolution of Human Resource Management and Training 234.3. Market Size Estimation 254.4. Competitor Analysis 314.5. Market Needs 405. Strategy and Business Environment 425.1. Porter’s Competitive Forces Analysis 425.2. SWOT Analysis 466. Marketing Strategy 496.1. Networking Through Rotary Club, etc. 496.2. Reputation Marketing by Word-of-Mouth Using Social Media 496.3. Brand Awareness — Corporate Collective Force Contest 507. Financial Plan 517.1. Startup Initial Investment 517.2. Annual Salaries and Consulting Fee 527.3. Sales Forecast 537.4. Annual Estimated Income Statement 537.5. Annual Break-even Analysis 54Reference 56 | zh_TW |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0107933005 | en_US |
| dc.subject (關鍵詞) | 人力資源訓練 | zh_TW |
| dc.subject (關鍵詞) | 工作場所協作 | zh_TW |
| dc.subject (關鍵詞) | 企業文化 | zh_TW |
| dc.subject (關鍵詞) | 合作遊戲 | zh_TW |
| dc.subject (關鍵詞) | 劇場遊戲 | zh_TW |
| dc.subject (關鍵詞) | human resource training | en_US |
| dc.subject (關鍵詞) | workplace collaboration | en_US |
| dc.subject (關鍵詞) | corporate culture | en_US |
| dc.subject (關鍵詞) | cooperative games | en_US |
| dc.subject (關鍵詞) | theater games | en_US |
| dc.title (題名) | "匯玩" 合作遊戲式企業教育訓練服務 | zh_TW |
| dc.title (題名) | "InfiniteGame": A Business Plan for Corporate Human Resource Training Service Based on Cooperative Games | en_US |
| dc.type (資料類型) | thesis | en_US |
| dc.relation.reference (參考文獻) | ReferenceBeyond team types and taxonomies: A dimensional scaling approach to team description. Hollenbeck, Beersma, & Shouten, 2012Mobility, performance and engagement: How CIOs can contribute to business performance by shaping the employee experience, a report by The Economist Intelligence Unit, 2016Employee Benefit News cited Gusto’s poll result, 2016, https://www.benefitnews.com/news/coworkers-benefits-matter-most-to-employees86 percent of employees cite lack of collaboration for workplace failures, Fierce Inc, 2011, https://fierceinc.com/employees-cite-lack-of-collaboration-for-workplace-failures/Assessment in Game-Based Learning: Foundations, Innovations, and Perspectives by Dirk Ifenthaler, Springer, 2012Finite and Infinite Games, James P. Carse, 2013The Trusted Advisor, David H. Maister, Charles H. Green, and Robert M. Galford, 2001Organigraphs: Drawing How Companies Really Work by Henry Mintzberg and Ludo Van der Heyden, Harvard Business Review, 1999, https://hbr.org/1999/09/organigraphs-drawing-how-companies-really-workHow Are Habits Formed: Modelling Habit Formation in The Real World by Phillippa Lally, Cornelia H. M. Van Jaarsveld, Henry W. W. Potts and Jan Wardle, University College London, London, UK, 2009The Power of Habit: Why We Do What We Do in Life and Business by Charles Duhigg, 2012The 2017 Report of Talent Training Survey of Taiwan Top 2000 Companies by CommonWealth Magazine (2017年天下2000大企業人才培育調查分析白皮書，天下雜誌)，https://www.leadercampus.com.tw/desktop/file-info/white-paperThe 2018 Report of Talent Training Survey of Taiwan Top 2000 Companies by CommonWealth Magazine (2018年天下2000大企業學習調查報告AI時代的人才策略，天下雜誌)，https://www.leadercampus.com.tw/desktop/file-info/white-paperThe 2019 Report of Talent Training Survey of Taiwan Top 2000 Companies by CommonWealth Magazine (2019年天下2000大企業數位轉型與人才大調查六大產業分析報告，天下雜誌) ，https://www.leadercampus.com.tw/desktop/file-info/white-paper2018 Corporate Training Need and Talents Development Trend questionnaire, Chinese Personnel Executive Association，(2018企業教育訓練需求與人才培育趨勢問卷調查，中華人事主管協會)，https://www.hr.org.tw/news2.asp?ctype=4&autono=70342020 Small and Medium Enterprise White Book published by Ministry of Economic Affairs, Taiwan, R.O.C. (2020年中小企業白皮書(全)_v1.pdf)Bonding from Home: Corporate Life, The Economist Espresso, 2020, https://espresso.economist.com/aff390f6bf9e8036f52a75448b087ca2The World in 2021, Firms will need to find new ways to bring employees together, and not just through drinks on Zoom, The Economist, 2020, https://www.economist.com/the-world-ahead/2020/11/17/firms-will-need-to-find-new-ways-to-bring-employees-together | zh_TW |
| dc.identifier.doi (DOI) | 10.6814/NCCU202100205 | en_US |
