Gamification in HR management
Gamification: A revolutionary phase for HR management or myth?
Gamification… It’s a new word so I think you are going to learn at least a new term today. Gartner, Inc defines Gamification as the concept of applying game mechanics and game design techniques into non-gaming environment to engage and motivate people to achieve their goals. Gamification began to percolate in companies during 2010 when Badgeville started using this term to define their behaviour platforms1. Gamification has started inflowing very rapidly in different companies, for e.g. according to an Accenture report2, “gaming concepts have begun working their way into key HR functions”. Now coming on to second part i.e. the HR management (HRM), Businessdirectory.com broadly defines it as “The process of hiring and developing employees so that they become more valuable to the organisation.” HR management also includes planning the employee needs, training, evaluating performance and communicating with all employees at all levels.
HRM function has undergone tremendous change in past 20-30 years but the way the processes are conducted have still not changed. HR function is an important factor in organisations success and even for employee’s development. All the functions are being executed suitably by HR persons but still it lacked enthusiastic response from the employees. This lack of interest resulted in applying Gamification in workplace by some of the known companies. Gabe Zicherman, author and serial entrepreneur, says that “Gamification techniques strive to leverage people’s natural desires for competition, achievement, status, self-expression, altruism and closure”. With the use of Gamification many companies have started transforming their process from monotonous to user friendly and exciting form. Training and Onboarding which are an essential but boring task for the employee has been renewed very well by many companies using Gamification. Offering rewards and virtual prizes to workers
Gamification… It’s a new word so I think you are going to learn at least a new term today. Gartner, Inc defines Gamification as the concept of applying game mechanics and game design techniques into non-gaming environment to engage and motivate people to achieve their goals. Gamification began to percolate in companies during 2010 when Badgeville started using this term to define their behaviour platforms1. Gamification has started inflowing very rapidly in different companies, for e.g. according to an Accenture report2, “gaming concepts have begun working their way into key HR functions”. Now coming on to second part i.e. the HR management (HRM), Businessdirectory.com broadly defines it as “The process of hiring and developing employees so that they become more valuable to the organisation.” HR management also includes planning the employee needs, training, evaluating performance and communicating with all employees at all levels.
HRM function has undergone tremendous change in past 20-30 years but the way the processes are conducted have still not changed. HR function is an important factor in organisations success and even for employee’s development. All the functions are being executed suitably by HR persons but still it lacked enthusiastic response from the employees. This lack of interest resulted in applying Gamification in workplace by some of the known companies. Gabe Zicherman, author and serial entrepreneur, says that “Gamification techniques strive to leverage people’s natural desires for competition, achievement, status, self-expression, altruism and closure”. With the use of Gamification many companies have started transforming their process from monotonous to user friendly and exciting form. Training and Onboarding which are an essential but boring task for the employee has been renewed very well by many companies using Gamification. Offering rewards and virtual prizes to workers