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Gamification: what benefits for HR management?
Surveys conducted by theHR Innovation Practice Observatory over the past year show a general mismatch between what organizations offer and the desires of resources. This mismatch often results in low motivation and poor emotional engagement that results in the phenomenon of Great Resignation.
It seems clear, then, that in order to achieve new levels of success, organizations are being called upon to respond to the new emerging demands that see workers, especially younger workers, impatient with sustained work rhythms and constantly seeking attractive and sustainable contexts.
In this general situation of low engagement resorting to gamification as an engagement tool can prove to be a winning strategy, also in terms of business development, with different areas of application such as: Customer Relationship Management, Enterprise Resource Planning, Project Management and Human Resource Management.
HRM (HUMAN RESOURCE MANAGEMENT) AND GAMIFICATION
In HR, Gamification finds application, with considerable benefits in terms of engagement and effectiveness, in three distinct processes. Let's look at them together.
On boarding/Induction
Here, gamification performs the task of making the onboarding process more engaging and less stressful by fostering awareness of the company culture and the integration of new hires through the use of specific gamification elements: guided pathways, immediate feedback and daily challenges, with rewards for each stage completed.
PRACTICAL EXAMPLES: a gamified onboarding platform could include a "virtual tour" of the company, with interactive stations providing information about different departments and/or guides through the company's history and values.
Training
The gamification key on this front allows more traditional training programs to be transformed into interactive experiences by encouraging active learning, memorization of information and motivation through the use of reward. Gamification in this area finds application in the division of courses into levels, the use of interactive quizzes and the use of leaderboards to encourage healthy competition and/or offer virtual rewards upon achievement of certain goals.
PRACTICAL EXAMPLES: A gamified training could include interactive modules with final quizzes or more structured gaming projects such as: video games with increasing levels of difficulty and experiential training activities with selling and in-person training games .
PERFORMANCE EVALUATION
the use of gamification in this area makes it possible to constantly monitor progress, with the aim of identifying areas for improvement, and to make the entire process transparent and motivating through continuous feedback.
PRACTICAL EXAMPLES: A gamified appraisal system could make use of dashboards summarizing points earned, for the completion of monthly and quarterly goals.
A TOOL TO BE USED WITH CAUTION
Gamification thus has more than one application advantage in HR, but its use requires proper design and balance. Gamification projects must, in fact, integrate harmoniously into the workflow, enhancing the user experience without compromising productivity. For this to materialize, it is necessary to adapt gamification elements to the relevant corporate culture.
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Surveys conducted by theHR Innovation Practice Observatory nell’ultimo anno evidenziano una generale disarmonia tra quanto offerto dalle organizzazioni e i desiderata delle risorse. Questo mismatch si traduce, spesso, in una bassa motivazione e in uno scarso coinvolgimento emotivo che sfocia nel fenomeno della Great Resignation.
It seems clear, then, that in order to achieve new levels of success, organizations are being called upon to respond to the new emerging demands that see workers, especially younger workers, impatient with sustained work rhythms and constantly seeking attractive and sustainable contexts.
In questa situazione generale di scarso engagement ricorrere alla gamification come strumento di coinvolgimento può rivelarsi una strategia vincente, anche in termini di sviluppo aziendale, con diversi ambiti di applicazione come: il Customer Relationship Management, l’Enterprise Resource Planning, il Project Management e lo Human Resource Management.
HRM (HUMAN RESOURCE MANAGEMENT) AND GAMIFICATION
In HR, Gamification finds application, with considerable benefits in terms of engagement and effectiveness, in three distinct processes. Let's look at them together.
On boarding/Induction
Here, gamification performs the task of making the onboarding process more engaging and less stressful by fostering awareness of the company culture and the integration of new hires through the use of specific gamification elements: guided pathways, immediate feedback and daily challenges, with rewards for each stage completed.
PRACTICAL EXAMPLES: una piattaforma di onboarding gamificata potrebbe includere un “tour virtuale” dell’azienda, con stazioni interattive che forniscono informazioni su diversi reparti e/o guide attraverso la storia e i valori aziendali.
Training
The gamification key on this front allows more traditional training programs to be transformed into interactive experiences by encouraging active learning, memorization of information and motivation through the use of reward. Gamification in this area finds application in the division of courses into levels, the use of interactive quizzes and the use of leaderboards to encourage healthy competition and/or offer virtual rewards upon achievement of certain goals.
PRACTICAL EXAMPLES: Una formazione gamificata potrebbe includere moduli interattivi con quiz finali o progetti di gaming più articolati come: videogiochi a livelli crescenti di difficoltà e attività di formazione esperienziale con selling and in-person training games .
PERFORMANCE EVALUATION
the use of gamification in this area makes it possible to constantly monitor progress, with the aim of identifying areas for improvement, and to make the entire process transparent and motivating through continuous feedback.
PRACTICAL EXAMPLES: A gamified appraisal system could make use of dashboards summarizing points earned, for the completion of monthly and quarterly goals.
A TOOL TO BE USED WITH CAUTION
La gamification presenta dunque più di un vantaggio di applicazione in ambito HR, ma il suo utilizzo richiede un’adeguata progettualità e il giusto equilibrio. I progetti di gamification devono, infatti, integrarsi armoniosamente nel flusso di lavoro, migliorando l’esperienza utente senza comprometterne la produttività. Affinché ciò si concretizzi è necessario adattare gli elementi di gamification alla cultura aziendale di riferimento.