Talent Portfolio Simulation Game for Organizational Value Optimization
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Solution Overview
Problem
Organizations face challenges in effectively managing and developing their members as short-term and long-term assets, with existing methods often focusing on individual development rather than holistic organizational growth, lacking a comprehensive approach to optimize human capital productivity and team performance.
Innovation Solution
A talent management portfolio game that simulates organizational management, using a game board with hierarchical structures, game pieces representing members, and value pieces indicating realized talent, along with action cards and event cards to model development and regression, allowing players to strategize and optimize member value within the organization.
Engineering Contradictions & Design Principles
Engineering Contradiction Analysis
1Productivity
If individual member development is focused, then individual talent improvement is enhanced, but organizational focus and holistic growth deteriorate
Solution Approach 1:
The organization is segmented into multiple hierarchical levels (individual members, teams, departments, entire organization), with each level having its own game board and development objectives. This allows individual development to be tracked and optimized without losing sight of the broader organizational structure and goals.
Solution Approach 2:
The patent adds a hierarchical dimension to talent management by implementing multiple levels of game boards that represent different organizational structures. This dimensional approach enables simultaneous consideration of individual member development and overall organizational growth, resolving the contradiction between focused individual improvement and holistic organizational focus.
2Adaptability or versatility
If management acts as individual coaches, then personalized development is improved, but management time and resource investment increase
Solution Approach 1:
The simulation game enables members to self-assess their talents, identify development needs, and create personalized development plans without requiring constant managerial intervention. The game's feedback mechanisms and progression systems guide members through their own development journeys, reducing the time management must invest while maintaining personalized development approaches.
Solution Approach 2:
The game provides pre-structured development pathways, talent assessment frameworks, and scenario-based learning modules that are prepared in advance. This preliminary preparation allows members to engage in personalized development using pre-packaged resources, eliminating the need for management to create custom development plans for each individual.
3Loss of information
If comprehensive talent assessment is implemented, then organizational human capital understanding is improved, but measurement and evaluation complexity increases
Solution Approach 1:
The patent replaces complex manual assessment processes with a game-based simulation system that automatically evaluates member talents, skills, and development progress through interactive scenarios. The game mechanics inherently track and measure multiple dimensions of human capital (technical skills, leadership abilities, collaboration effectiveness) without requiring complex external evaluation frameworks.
Solution Approach 2:
The simulation game translates abstract human capital concepts into measurable game parameters such as talent points, skill levels, achievement scores, and progression stages. These quantifiable parameters enable comprehensive assessment of organizational human capital while simplifying the measurement process through standardized game-based metrics rather than complex evaluation methodologies.
Data Source
AI summary
A talent management portfolio game including a board representing an organization, whereby game pieces representing members of the organization having a potential value to the organization can be managed so as to maximize the value of the organization according to its members. Value pieces representing realized potential can be attached to the game pieces based on played talent action cards, thereby realizing some of the potential of the game piece. Game pieces can be promoted within the organization or exchanged in attempts to maximize the value of the organization.