Redefining HR Through Gamification

Redefining HR Through Gamification (In-House)

Objective /Benefits


Introduction

What is gamification?
The generally accepted definition is that “Gamification is the use of design techniques from games in a business context or some other non-game contexts.” Werbach (2013). Gamification is a way to apply game mechanics to increase someone's engagement with a process so that you get more of the behaviour you desire from that someone.

Gamification is also about understanding why certain game mechanics are so engaging and fun and how to choose which game techniques we should be using in any given situation. It is based upon existing theories from motivational psychology, behavioural economics, user experience design, game design and more. Importantly, gamification gives us a practical framework that enables us to easily apply these psychological theories to a business or process.


Importance of this topic today

Gamification is no longer just a buzzword: it is a multi-million dollar market and poised for remarkable growth by 2018, according to Markets and Markets. Already SAP uses games to educate its employees on sustainability, Unilever uses games for training, Hays uses it for hiring recruiters and the Khan Academy uses it for online education. Organisations that use gamification from the initial, induction stage of employment see better business outcomes such as performance, engagement and retention, according to Aberdeen Group reports.

People respond positively to loyalty, reputation, reward and status and by introducing some game concepts into the workplace we recognise these influences and can use them to drive performance.


Benefits of attending this training

This human resources gamification training focusses on applying practical techniques and theory to the real world environment.

- You will develop the knowledge and understanding of using gamification to help onboard, motivate and engage employees. 

- You’ll understand how to profile & segment employee groups into different player types to choose the right gamification techniques to use with them.

- You will develop the knowledge, understanding and skills to develop effective human resources gamification strategies for your organisation. 

- You will also gain an understanding of the role gamification can play in modern HR, its strengths and weaknesses, as well as how to avoid common pitfalls.


Who should attend?

- HR and L&D people - whether they are new hires or have been on the job for a while.

- HR and L&D managers & directors – whether you have a small team or a large geographically dispersed team.

- This course is for managers and staff or professionals that are interested in improving their HR strategy and its programmes. The course will suit those that either have little or no previous experience of gamification. You will learn how to choose the right strategy and maximise the positive effects.

- It will also be useful for people who don’t want to actively create gamification strategies themselves but need to know how it works to enable them to manage others (including external agencies) who create and run gamification platforms on their behalf.


Why they should attend?

Gamification is right for your HR and L&D teams if you want to drive adoption of the key behaviours, processes and tools critical to the success of your organisation.

This gamification training will give you the skills to enhance:

- Employee Induction, Training and Learning

- Collaboration - motivate employees to share, learn, and grow together across geographical locations

- Customer Service – motivate employees to answer queries and provide effective support to your customers in line with your Key Performance Indicators

- Marketing and Social Advocacy - drive your employees to share information and be advocates for the company on their social media

- Talent Retention - conducting and tracking performance reviews and providing peer recognition for professional accomplishments, providing a clear pathway for professional advancement

- Recruiting - incentivize employee referrals and keep recruits engaged in the employment process from submission of their application through the final interview

- Ideation or Innovation - You can drive innovation within your company by rewarding top ideas and innovation across all your departments

- Corporate Cultures - promote a positive company culture and/or culture change, rewarding your employees for cross-departmental collaboration or company-wide volunteer programs.

Gamification is not about virtually recreating an immersive experience, it is about using game elements and mechanics to help an organisation to achieve employee engagement and other organisational objectives. It is about designing HR and other processes utilising ideas of best practice from a range of fields – fun and motivation in particular. Furthermore, with increasing pressure for HR to add value the use of gamification in HR might also provide one way for organisations to measure that contribution. Gamification of HR is about being business-oriented, gearing activities toward the achievement of both player and business objectives and goals. With gamification you are encouraging people to do more of what you want them to do and also get better at it (whatever “it” may be within your business).


How is it different from other trainings?

This is an engaging, interactive and pacey training course. Throughout the course your understanding of the theory and practice of Gamification for Human Resources will be developed through the use of a variety of learning methods including gamification techniques, lectures, group work and on-line activity, quizzes, videos, case studies, learner-led presentations and role plays.
 




Available dates:
July 10-14, 17-21, 24-28
August 7-11, 24-25
September 5-8, 11-15, 18-21, 25-29
 


Feedback from Pete's Training:

"Yes, specific processes can be gamified i.e. recruitment, induction, training."

"Introducing more games into our recruitment process, e.g. interviews and assessment days."

"Making our selection process on an assessment day more fun."

"Several things - mentoring/ making the process more fun. Especially for those millennials."

"I think we can use games in recruitment and induction straight away."

 


Program Outline

Day 1

1. The theory behind gamification 

Gamification is about understanding why certain game mechanics are so engaging and fun and how to choose which game techniques we should be using in any given situation.

a. Why gamification is important for business
b. What is gamification
c. Main neurotransmitters to focus on for motivation + interactive exercise to demonstrate effectiveness
d. Motivational psychology: Self Determination Theory, Maslow’s Hierarchy of Needs, Marczewski’s Three Layers of Motivation 

Case study: Brisbane City Council, Australia 

2. The Four Keys to Fun

Gamification is based upon existing theories from motivational psychology, behavioural economics, user experience design, game design and more.

a. Lazarro’s 4 Keys 2 Fun
b. Hard fun – challenges, strategies & puzzles
c. Easy fun – curiosity, awe & wonder
d. People fun – competition, cooperation & eSports
e. Serious fun – meaningful goals & purpose

Case study: CLP (China Light & Power), Hong Kong 

3. Practical areas in applying gamification to HR

People respond positively to loyalty, reputation, reward and status and by introducing some game concepts into the workplace we recognise these influences and can use them to drive performance.

a. Best practices for increasing ROI
b. Attracting the right talent
c. Inducting and Training staff to speed up and increase productivity
d. Collaboration - motivate employees to share, learn, and grow together across geographical locations
e. Engaging and Retaining employees to lower employee attrition rate

Case study: Samsung, South Korea

4. Game mechanics for your gamification toolkit

Learning what elements work in games, how they are used and which are most relevant and effective for gamification.

a. Points, Badges and Leaderboards
b. Onboarding (including interactive game exercise)
c. Aesthetics & themes
d. Social game elements
e. Reward schedules

Case study: Gravity4, US, Singapore & Malaysia


Day 2

5. Player types – understanding employee motivations

Understand how to profile & segment employee groups into different player types to choose the right gamification techniques to use with them.

a. Marczewski’s Player Types Hexad
b. Hexad Application Type Analysis
c. Intrinsic vs Extrinsic rewards
d. SAPS rewards framework
e. Group work – non monetary rewards that will work in your organisations

Case study: Qoo10, Singapore

6. Choosing gamification design frameworks for HR

This will also be useful for people who don’t want to actively create gamification strategies themselves but need to know how it works to enable them to manage others (including external agencies) who create and run gamification platforms on their behalf.

a. Infusing strategic thinking into gamification
b. Linking design to your business objectives
c. Werbach’s Gamification Design Framework
d. Group work – creating a gamified communications campaign

Case study: DBS Bank, Singapore

7. Pitching your gamification project

How to make your project enticing and irresistible to all stakeholders.

a. Get buy in from decision makers and budget holders
b. Overcoming common objections - discussion
c. Get buy in from your team:
      i. raise awareness of the project
     ii. improve initial adoption
    iii. maintain the project, refine and refresh
d. Pitch your gamification project

Case study: Changi Airport, Singapore

8. Implementing gamification and follow-up planning

Develop the knowledge, understanding and skills to plan effective human resources gamification projects for your organisation, as well as how to avoid common pitfalls.

a. Is Gamification the right answer for your requirement
b. Choosing a technology platform or partner
c. Dealing with high achievers in your game
d. GAMIFICATION+ Project Implementation & Review Checklist

Case study: Nissan, Japan


Profile



Pete Jenkins is an international speaker, adviser and trainer in Gamification. Pete took the number one spot on the "Gamification Gurus Power 100" in February 2016.

Pete founded his company GAMIFICATION+ LTD in 2000. He has since advised and trained companies of all sizes, both in the UK and internationally, on the use of Gamification. Pete created the 6C's of gamified marketing framework in January 2015. The 6C's framework enables you to easily apply gamification thinking to any communications campaign or loyalty program.

Pete is Chair of GamFed (the International Gamification Confederation). At GamFed he helps spread the use of gamification best practices to benefit as many people and businesses as possible.

Pete has been Entrepreneur in Residence at the University of Brighton for 8 years. As well as researching gamification for HR at CROME (the University's Centre for Research on Management and Employment), he lectures on gamification and entrepreneurship at undergraduate and post-graduate levels.

Pete also recently became Practice Director, Gamification at Intelestream Inc. in Chicago, USA.  A strategic advisory company in the CRM space. Intelestream Inc. is a Chicago based Customer Relationship Management (CRM) product development and consulting firm

Over the past 15 years Pete has built and sold two businesses. One was in security software and the more recent one was a telecoms and internet connectivity business. He is Ambassador for Brighton & Hove Chamber of Commerce and for Worthing & Adur Chamber of Commerce.