Using Gamification for Human Resource

Prepared By Manu Melwin Joy

Assistant ProfessorSCMS School of Technology and Management

Kerala, India.Phone – 9744551114

Mail – manu_melwinjoy@yahoo.com

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Using Gamification For Human Resources

• Gamification takes the essence of games — attributes such as fun, play, transparency, design, competition and yes, addiction— and applies these to a range of real-world processes inside a company from recruiting to learning & development.

Using Gamification For Human Resources

• Gaming concepts have begun working their way into key HR processes in two ways: as a serious game such as the example below from PwC in recruiting new job candidates to cloud based gamification engines offered by Badgeville, BunchBall and Axonify.

Using Gamification For Human Resources

• Gallup’s latest research shows why companies are increasing their interest in gamification. The Gallup study finds 31% of employees are engaged at work (51% are disengaged and 17.5% actively disengaged). But what is most interesting is how this data compares when you apply a generational segmentation.

Using Gamification For Human Resources

• It turns out Millennials are the least engaged generation, according to Gallup, with only 28.9% engaged as compared to 32.9% for Gen X & Boomers. What’s going on here? Gallup findings segmented by generation point to low engagement among Millennials who say they do not have the opportunity to show their best work or have a vehicle to contribute their ideas and suggestions.

Using Gamification For Human Resources

• Using gamification to address this can impact not only engagement levels but also help a company become a magnet for best of breed talent. After all, Millennials will reportedly make up 75% of the global workforce by 2025!

Using Gamification For Human Resources

• To address this employee engagement crisis, the human resource departments of Fortune 500 companies are launching gamification pilots. In fact, Brian Burke Vice President of Gartner estimates “employee focused gamification applications now exceed customer focused gamification applications.”

Using Gamification For Human Resources

• To address this employee engagement crisis, the human resource departments of Fortune 500 companies are launching gamification pilots. In fact, Brian Burke Vice President of Gartner estimates “employee focused gamification applications now exceed customer focused gamification applications.”

PwC Gamification of Recruitment• In the past two years, PwC

Hungary set a goal: to more fully engage its pool of job candidates during the search process. Traditionally, these job candidates were spending fewer than 15 minutes on their career website and the firm was interested in creating a more professional job candidate.

PwC Gamification of Recruitment• The upshot of this was the

development and launch of a game called Multipoly, which allows PwC job candidates to virtually test their readiness for working at the firm by working in teams to solve real world business problems.

PwC Gamification of Recruitment• Multipoly (think Monopoly

for the financially savvy) presents users with tasks based on the PwC competencies the firm is developing for current employees, such as building business acumen, increasing one’s digital skills and embracing relational skills.

PwC Gamification of Recruitment• Noémi Biró, PwC Hungary’s regional

recruitment manager, noticed candidates who have played the Multipoly game were better prepared for the “live” face-to-face interviews, as the game “pre-educated [them] about PwC and its vision, services and skills needed for success.” Biró says new hires with Multipoly experience also find on-boarding at PwC easier, as they have already experienced company culture through the game.”

PwC Gamification of Recruitment• Now compare the

experience of playing Multipoly with visiting PwC career page. A job candidate might spend 5-10 minutes on a career page versus spending up to one and half hours playing Multipoly prior to the job interview!