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Gamification refers to game-based tools and approaches that are applied in a strategic manner to aggregate business processes.

Why is gamification so important? Find out!

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Gamification and HR management

Nowadays, a number of institutions like Deloitte, Aetna, Marriott and Cognizant use gamification in HR to align their workforce, tap into new talent pools, solve complicated issues and enhance employee skills. According to a 2012 Gallup Research, less than one in 10 employees are actively engaged in their jobs. The remaining employees are either not engaged or actively disengaged (the most harmful form of disengagement). 

What is gamification in HR?

Gamification in HR is referred to as the usage of game mechanics and game thinking in non-game scenarios like business processes and environment. These mechanics are used to solve problems, engage the employees and are used especially in development, motivation, training and recruitment.

How does it work? 

The process actually uses our competitive human instincts to get engaged and absorbed in a particular game. This helps the employees to feel a greater sense of achievement and engagement which allows them to go the extra mile to perform a job. Gamification engages employees in various ways and helps them to develop different mechanisms like collaboration, fun, feedback and recognition.

Why is it used?

Nowadays, gamification is used to attract the attention of job seekers and raise fascination for a job opening. HRs are actively changing the recruitment processes into digitally supported alternatives which analyse the future job performance of the candidate. It exercises the techniques related to behaviour motivation from social and traditional game environments. The programs actually look like a loyalty program needs to compete for achieving business goals. These can be in the form of interactive games or business processes. Don’t confuse gamification with employees getting more free time. Are you an avid fan of online casino slot games? Planning on accessing renowned casino operators like Chelsea Palace during your office lunch break in the name of gamification? Well, that’s not exactly how gamification works. The activities need to be interactive which will develop the relationship between co-employees. Not only does gamification allow employees to feel rewarded and recognised in a workplace but it also acts as a compensation for the benefits that the employee wants from an institution.

Making the employees feel like they are part of the team and keeping them engaged is essential for retaining employees. This is vital for an organization as it helps it to maintain institutional consistency, knowledge, valuable personal assets and avoid costly turnovers. HRs use gamification to promote a positive organisational culture for collaboration between cross departments which in turn allows a streamlined process for product/process improvement and suggestions. You will be able to use this gamified approach to instigate employee and co-worker participation for intrinsic motivation. The platform also helps the institution to maintain a record of all employees who are vital for promotion, tangible rewards and salary raise considerations in the future.

Many employees are not compliant with the mandatory HR programs like compliance programs, diversity and harassment as they do not see any relationship with their job activities. The HR needs to motivate them to take some time out of their busy schedules to complete these activities. This is where the importance of gamification comes in. 

Applications of gamification

Learning and training – HR can change the training content by revamping it into a game. Activities can be introduced which will allow employees to gain points and badges through levels. 

Administrative processes – Onboarding expense forms and documents can be very time consuming and complicated. Reward points through gamification can induce efficiency in the business processes.

Wellness – It helps the HRs to set up a challenging system for employee wellness. There is an enterprise solution called Welbe which aggregates data from wearables and employee wellness into a dashboard where everyone can assess each other through leaderboards.

Building a good team – It allows employees to get to know each other through competitive and collaborative approaches to business processes, requirements and events.

Value assignment – It allows employees to value each other when they excel at a particular activity. This is done through the help of value badges and culture points which is provided to employees if they follow the company values appropriately.

Two examples of gamification

In 2015, PWC Hungary announced a game called Multipoly online game that applied the business challenges into a virtual environment where the employees get a chance to test their aptitude and skills by receiving suggestions and feedback through the in-game performances. It not only increased employee retention but also boosted the company recruitment,

Another New Zealand renowned company, Deloitte used a recruiting video which was gamified and interactive in nature. It went by the name of ‘Will you fit into Deloitte?’ and explained the firm’s services and company culture in details allowing candidates to play a role where they can access their activities through choice points.

From learning and development to recruiting, gamification in the future will migrate from the workplace environment to new domains which will help HRs recognise high performing employees. If you are one of those individuals who is looking forward to developing an attentive, rewarding and interactive workforce, its time that you leverage their intrinsic motivators through different gamification approaches.

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