Imagine that you work in the human resource department at Marriott’s corporate headquarters. Your team is thinking about ways it might use My Marriott Hotel game as part of the selection process. How could you use it? How would you measure its effectiveness?
As a part of human resource team at the Marriott corporate headquarters, I would use “My Marriot hotel” the game as follows:
To determine the mindset of the player who might be a prospective employee. As how he manages the resources efficiently in the game will determine his zeal and aptitude to the hospitality industry.
It will also create a good brand image and inculcate a feeling belongingness to the organization without having actually worked or recruited there, it would simplify the recruitment and selection as the job of brand promotion to the employee would be half done.
It also encourages a fresh set of youngsters to get attracted to Marriot and would get a better and younger employee option to select from.
The game makes joining Marriot a lucrative and fancy proposition also acquainting the job needs in the hospitality industry specific to Marriot group.
The game requires a certain degree of aptitude and intelligence which can be analyzed from their scores and levels achieved a number of hours/ time played also indicates their determination to learn new tasks and zeal to achieve the best in those tasks.
We would come across semi-ready cream employees having a good perception of the Marriot hotel.
Effectiveness would be measured by the following:
1. Scores in the game would indicate their precision and efficiency.
2. How often and the level game has been played, will indicate their determination and zeal.
3. Regularity would indicate their loyalty and liking of the game
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