Gamification and HR visibility - Gamification in HR - Manu Melwin Joy

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Gamification and HR Visibility Gamification in HR

Transcript of Gamification and HR visibility - Gamification in HR - Manu Melwin Joy

Page 1: Gamification and HR visibility  - Gamification in HR - Manu Melwin Joy

Gamification and HR VisibilityGamification in HR

Page 2: Gamification and HR visibility  - Gamification in HR - Manu Melwin Joy

Prepared By Manu Melwin Joy

Assistant ProfessorSCMS School of Technology and Management

Kerala, India.Phone – 9744551114

Mail – [email protected]

Kindly restrict the use of slides for personal purpose. Please seek permission to reproduce the same in public forms and presentations.

Page 3: Gamification and HR visibility  - Gamification in HR - Manu Melwin Joy

Gamification and HR Visibility

• The gamification is an attractive

and expensive way how to

increase the visibility of Human

Resources in the organization.

In addition, it has a positive

impact on the employee

engagement and retention.

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Gamification and HR Visibility

• Most employees do not like HR

processes, but they like to play

games. The gamification of HR

processes and procedures can

turn the boring experience into

a funny game that navigates

employees to the next level.

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Gamification and HR Visibility

• On the other hand, it is hard to

identify the engaging idea for

most HR processes; the training

and development, the

recruitment, and the referral

recruitment are the areas where

the gamification works best.

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Gamification and HR Visibility

• On the other hand, it is hard to

introduce the gamification to

administrative processes. It is

dangerous to add competitions to

administrative tasks that everyone has

to accomplish successfully. In such a

case, the company can enjoy enormous

damages. Each game or the

competition should be purely voluntary.

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Gamification and HR Visibility

• The gamification can be used for

the HR Visibility because

employees talk about the new

game or the competition in the

business. If HR includes the fun

element into a match, the

engagement of workers

increases.

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Gamification and HR Visibility

• Allowing employees to see

results online on the Intranet

home page is always a good

way to promote and engage

them. The same principles can

be applied to the Corporate

Recruitment Website.

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Gamification and HR Visibility• Human Resources can use the

traditional gamification principles to enhance the engagement of employees into different HR Processes. The most common techniques are:– competition;– achievement;– status;– altruism;– collaboration.

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Competition

• People like to compete. Employees like to compete. It is a core principle behind the performance management system. Everyone likes to be appraised as the top performer. However, the gamification can add another element to the system that is important for Human Resources.

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Competition• Employees can compete who

will be the first employee to finish the entire performance appraisal cycle. Most HR Teams send reminders to complete the assessment. When employees compete, and they can see the progress of others. They can be motivated to speed up and finish the document as soon as possible.

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Achievement and Status

• The achievement and status

are closely connected.

However, it is not like the

competition. Everyone who

reaches the threshold is

awarded the achievement.

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Achievement and Status

• However, few selected ones can

be also awarded a higher status.

They can receive the emotional

prize that has a great value to

them. It does not need to be the

cash prize; it is purely about the

status in the organization.

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Altruism and Corroboration

• However, the best principles for

Human Resources are hidden

behind the altruism and

collaboration principles. Making

people search for others to win

as a team is always the best

option that supports the team

spirit in the organization.

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Altruism and Corroboration

• The team spirit should be the driving

force behind most games and

competitions run by the HR Department.

The key intention of HR should be to

form the group into the efficient team. In

such a case, it is a good example of the

excellent HR investment. It makes Human

Resources visible in the organization and

makes employees know each other

better.

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Gamification and HR Visibility

• The HR Gamification is great when HR

introduces new technologies.

Employees are a diverse group where

everyone is not a technical geek. A

small game can be a great

introduction of the new technology

for employees who are worried to use

new processes, procedures, and tools.

It makes them feel comfortable.

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Gamification and HR Visibility

• HR should always consider

the gamification option when

introducing a new process or

a procedure. It is always good

to make fun and allow to

employees to accommodate

to the new tool at their pace.

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Gamification and HR Visibility

• A smart game increase the

attention and allows to

employees to discuss details of

the new process and explore

new options and possibilities.

The impact on the visibility of

Human Resources in the

business is positive.

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