Gamification in HR is more commonly employed than ever in the digital age and is growing in popularity. It all comes down to applying game concepts and methods to real-world situations. Gamification in HR is a new paradigm that gives various opportunities to address people’s intrinsic motivation by viewing them as such.

Gamification approaches are being used more frequently in the business world’s human resources department. The work of the employees will be much more entertaining, innovative, and effective if you’re willing to use gamification of HR procedures in your company. 

Gamification in HR can improve organizational procedures significantly. While many people are still having trouble grasping the idea, it is becoming increasingly evident that it may dramatically affect daily work and employee behavior. 

Gamification in HR has drawn a lot of interest in including workers in HR-related operations.

What is Gamification?

Gamification is the incorporation of game-like characteristics or elements from games into company processes to increase employee engagement and participation. The concept of gamification applies the same ideas that draw people to casual video games like football, chess, or Minecraft in the workplace. Gamification is frequently used in HR to:

• Boost teamwork
• Simplify the onboarding procedure
• Encourage innovation
• Boost employee performance
• Boost the efficiency of programs for training and development
• Boost recruitment strategies

Gamification techniques can be obvious, such as a point or reward system, leaderboards, badges, or pay increases. It can also be subtle, like adding an engrossing story to a compliance workshop or onboarding program.

How Can HR Professionals Implement Gamification in HR?

1. Prepare a Strategy

Establish the gamification’s goal in the beginning. HR executives might inquire about their desired players. What kinds of actions are we trying to encourage in them? How can gamification encourage people’s personal development? Which HR procedures should incorporate gaming? 

Employee performance should be continually elevated by an effective approach, which also maintains learning and development over time.

2. Nurturing Engagement

Gamification should increase engagement, not decrease it. Therefore, each game’s objectives should be challenging but achievable for regular employees. To ensure the gamification techniques will motivate employees, HR managers might even invite workers from their targeted pool to provide their thoughts and opinions.

3. Plan your Goals Wisely

The straightforward addition of a goal offers meaning, direction, and quantifiable results. Therefore, Gamification should incorporate micro-objectives that lead to a long-term objective to motivate staff to increase their level of expertise steadily. 

Additionally, including job-specific milestones aids managers in assessing the success of the overall gamification system and the goals themselves.

4. Evaluate from Time-to-Time

HR specialists should regularly evaluate gamification techniques to ensure they align with corporate goals. Regular check-ins allow HR to monitor the gamification program’s progress and inspire the targeted personnel.

Examples of Gamification in HR

1. During Recruitment

Google’s well-known billboard math puzzle is arguably the best example of gamification in recruiting. The outcome finally led to Google’s job posting and another enigmatic mystery. Coding exams and using a service like HR avatar that asks candidates a question are two other instances of gamification in recruiting.

2. Smooth Training and Development

Gamification has numerous applications in HR, but it significantly impacts training and development in particular. Duolingo is the most applicable illustration. You can see how it can help you learn while having fun, even if it’s not typically employed in corporate learning.

Including leaderboards, levels, and incentives, 95% of workers finish each training program. Additionally, because the staff is divided into groups, it is a fantastic team-building activity.

3. Improving Policy Compliance

Deloitte used an escape room game to help their workers finish a cyber security awareness course.

To finish the game, students had to accomplish obstacles in a set period while learning valuable lessons about handling safe devices, sharing data, using passwords, and more. This aided employee adherence to Deloitte’s data security policy.

Conclusion

Workplace drudgery can be made more enjoyable and vibrant through gamification. It’s a unique, surprising technique to increase worker engagement, support workplace learning, and ultimately foster a more dynamic and enjoyable culture.