Yes, you read that right! Gamification is penetrating into every field possible and not just for entertainment purposes. In case you’re wondering what gamification is, it is the process of applying gaming techniques and game design mechanisms in non-game related areas to motivate and entertain people, thereby achieving a particular goal. Gamification is slowly gaining popularity and soon many organizations will adopt gaming as a part of their work-related programs. Gamification has a bright future indeed and can be made interactive and entertaining so as to achieve organizational goals.
[pullquote align=”full” cite=”” link=”” color=”” class=”” size=””]Gamification uses 75% psychology and 25% technology. It banks on the competitive spirit within and creates scenarios that encourage and motivate the user to keep moving forward.[/pullquote]
According to researchers in 2012, less than one in 10 employees were actively engaged in their work whereas the others were ‘not engaged’ (60%) or ‘actively disengaged’ (32%). Gamification helps employees to engage themselves in their work by encouraging them to be more interactive as a team and by setting achievable goal standards with reward points. Companies started adopting gamification as a means to motivate their employees in their work environment and this slowly seeped into the HR recruitment process as well.
Several companies are coming forward to adopt gamification in their HR frontier. For instance, Marriot International Inc. used gamification in its recruitment process by creating an interactive environment similar to that of Farmville for its prospective employees to give them a feel of the organization’s work culture and hotel environment. TCS has revamped its team player quotient by encouraging its employees to be a part of Massively Multiplayer Online Role Playing Games (MMORPG) which integrates real-life game environments with network features to create virtual teams and work environments there by encouraging harmonious role-playing among its users and also decreasing the dreariness of solo-training and solo-project management.
Gamification does not stop with recruitment and can also be effectively used in work-behavior modification, team work motivation, interactive training scapes and many such areas that could use a little bit of gamification magic. Gamification helps create gamer profiles for its users and this can be used to rank employees based on their interaction, team-player qualities, and can also be upgraded to include features that evaluates the employee’s lifestyle and health. A Gartner research indicates that by 2015, 50% of organizations that deal with innovation processes will gamify those processes, and that by 2014 more than 70% of Global 2000 organizations will have at least one gamified application.
How to make the most of it
It is crucial to understand that gamification is a valuable resource and its ability to morph itself into an application that serves multiple purposes should be banked upon effectively. Its flexibility should be used for all the right reasons as this is the key to unlock doors to many ideal innovations that serves its intended purpose without a glitch. When it comes to gamification in HR, the following points will help you better understand its features and scope.
Define your goal first and then evaluate how best it can be used in the domain of your choosing. Gamification applications that are restricted to recruitment are designed with specific goals in mind. This gets more personalized based on the profile for which the candidate is tested. For instance a person in question for the post of an engineer will be tested differently and for different work ethics whereas a candidate for a managerial post will be subjected to different gamification experience.
Gamification uses 75% psychology and 25% technology. It banks on the competitive spirit within and creates scenarios that encourage and motivate the user to keep moving forward. It is therefore important to understand the mentality of the employee and create gaming programs that could be of best use to them in their work environment.
The key to successful implementation of gaming in HR lies in keeping employees engaged and motivated. Plan your gaming landscapes and rewards so as to keep your target users engaged and encouraged for longer periods of time.
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