What is HR Gamification and what is it for?

Human resources gamification is the application in HR of game methodology and behavioral motivation techniques which are commonly adopted in the gaming field.

The whole point is to stimulate engagement, productivity, cooperation and the development of new skills.

Therefore, missions, points, levels and rankings become measured and measurable elements to use in order to leverage basic instincts of human nature such as the need for belonging, competition, gratification and reward.

 

Today

In recent months, the gap to fill from the point of view of digitalization and the need to manage human resources even in a remote working environment has become evident. This is because smart working is bound to remain .

When the health crisis will be over, it is estimated that “agile” workers, who will work at least in part remotely, will be a total of 5.35 million – of which 1.72 million in large companies , 920 thousand in SMEs, 1.23 million in micro-enterprises and 1.48 million in public administration.

Interesting considerations come from Mariano Corso, scientific manager of the Smart Working Observatory: “We need to focus on people and their needs, talents and uniqueness, structuring training, involvement and welfare plans that help people to better express their potential”. 

 

 

There are new challenges ahead. 

In this historical moment, which gave rise to the term “Great Resignation” used to indicate the tendency to voluntarily change work in response to the pandemic, HR management plays a key role in supporting people and organizations in adopting new ways of working.

 

 

 

 

Practical applications of gamification in HR

 

There are many reasons why applying gamification can be a winning choice. Here are 5:

  • To gather the best talent in the recruitment process:

A well-designed gaming experience, which rewards candidates who complete all the “levels” of application submission up to the last interview, allows you to speed up and partly automate the selection.

  • To facilitate the transfer of initial information and for their welcome in the onboarding process 

The recruitment of a new person in the company is never easy, it takes time and it is a step to do with care to start off on the right foot.  You can use gamification to promote corporate culture and reward cooperation between people, so that you can give the basic information and make the new resource feel part of the team right away.

  • To motivate employees in learning and participating in company training:

Training, in particular compulsory training (e.g. safety courses), is often not perceived as important since employees can’t see the direct connection with their daily tasks. Motivating them to reserve part of their working day to complete these programs can be challenging without the right strategic tools. Creating a gaming mechanism for training can definitely help stimulate interaction, and rewarding those who complete “missions” will make them more likely to take an active part in it.

  • In order to encourage the compilation of documents and other bureaucratic issues:

No one likes to fill out paperwork, especially when there are more important and urgent tasks to complete. However, documents are necessary steps, for example, in filling in registration forms for different company programs or in cost refund notes. So why not make them fun?

  • To help employees create a career path: 

Comparison with colleagues has always been a powerful motivational tool that drives the search for success. An employee who sees his colleagues receiving rewards, achieving goals and constantly improving, wants to know how he can achieve the same results.  With HR gamification, HR departments can define clear career paths, based on concrete “missions” in order to achieve measurable goals that allow you to “level up” within the company.

To sum up

We can say that the dynamics of gaming in the workplace can stimulate and increase people’s engagement. As a result an employee will be less tempted to leave their workplace in the company.  

The HR department manager will  be more and more responsible for the company’s innovation, ensuring that it is always forward-looking . To do so, we need to offer intuitive and engaging methods to keep track of the successes achieved, through the adoption of a mentality that is aimed at increasing motivation.

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