” LEVEL UP ” WITH GAMIFICATION

Nowadays, mobile games have become a must on smartphones, the more complex they are the better it gets. HR and gaming have started working together for some time now, with the purpose of making otherwise dull processes more interesting and increase engagement levels. Founded in 1948, the Society for Human Resource Management (SHRM), has recently revealed there are 2 types of gamification:

• Structural gamification – applying gaming rewards such as badges, levels, leaderboards, etc. to job-related activities.
• Serious Games – where a simulation is created for specific purposes such as training or sales simulation.

Use Gamification to Change Information Acquisition
Educators are using gamification to make learning fun, and marketers use gamification to encourage prospective customers to interact with a brand. Small and large companies are using it to increase workplace efficiency, offer training, solve problems, and retain top talent.
Gamification works because it changes the way people look at information.
At a very basic level, you can think about learning games. Sitting at a table working through equations isn’t always fun or motivating, but trying to get your favorite character from one stage to another is exciting to kids. If a child has to do a little math along the way, so be it. The same principles apply to adult consumers and employees. Gamification changes the framework so that individuals engage with a problem, data set, or situation—in a different and often in an entertaining way.

Connect Gamification and HR
In HR, gamification has implications for recruitment, benefits administration, health and wellness initiatives, and employee engagement. While the applications feel deceptively simple and fun, the organization benefits from tangible return on engagement. Gamification occurs most often at the digital level. Every interaction creates datasets for adoption and performance that employers can use to modify the environment or better support employees.
It’s a win-win situation.
Large companies such as Accenture, Deloitte, GE, Ford, Google, and Microsoft are using gamification principles to change the way they work. I believe adoption rates will start to increase as companies demonstrate real employee engagement levels that directly correspond to gamification principles.

“YOU HAVE TO LEARN THE RULES OF THE GAME. AND THEN YOU HAVE TO PLAY BETTER THAN ANYONE ELSE.” – ALBERT EINSTIEN 

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