New technological advancements have undoubtedly changed every aspect of our lives. It’s not surprising that it has made a huge impact on human resource (HR) management as well.
HR professionals now view their roles not just as administrators but strategic enablers for important decisions related to organisational growth and development.
What does this mean for HR professionals?
Technology has definitely altered the way HR functions by enabling them to play a more proactive role as compared to reactive ones from the earlier days.
Technologies like blockchain, Robotic Process Automation (RPA), Machine Learning (ML), Natural Language Processing (NLP), bots, neural nets, artificial intelligence (AI) along with Cloud and analytics are opening new panoramas and endless possibilities for HR professionals.
In other words, technology has fuelled HR professionals with superhuman powers to revamp the way the corporate world functions.
Emerging technologies – the disruptors
According to a 2019 new tech trends study by Deloitte, emerging technologies have taken the mantle of “disruptor” and will be the macro forces in the future.
The study also revealed that cognitive technologies will emerge as an essential strategic driver that will help make sense of ever-growing data.
As per the study, cognitive technologies will be able to handle both the volume and complexity of data deluge, while the digital reality will facilitate engagement by redefining human interaction with data, technology and with each other as well.
So while all these technologies have been disrupting the world of HR, there is a new management fad that has been going round in the corporate world and it is called gamification.
As defined by Gartner Group, gamification is the usage of game-thinking and game mechanics in non-game scenarios such as business environments and processes, specifically in recruitment, training and development, and motivation; in order to engage users and solve problems.
The popular quote by Albert Einstein sums it all: “You have to learn the rules of the game. And then you have to play better than anyone else.”
In short, it is all about the game.
Remember all the games you played during your childhood in order to learn the basic concepts of life? Bring that similar notion to the complex corporate world and you have gamification in HR.
Power of gamification and how it works
The power of gamification works by utilising the competitive streak within humans to keep employees more absorbed and engaged.
The notion is similar to when playing games with friends, you want to win by going that extra mile either through strategic moves or studying the nuances of the opponent.
Gamification in the corporate world works similarly by ensuring that employees feel a greater sense of achievement and are more willing to go that extra mile either in completing the training programmes or even helping colleagues stay motivated.
As the game progresses, there is an increase in engagement while trying to reach new levels. In other words, gamification can take HR functions to the next level.
Here are three ways gamification in HR can change the game for employees and employers:
1. Recruitment and selection initiatives
Breaking away from boring job descriptions, it is an interesting way to ensure that candidates are engaged in the recruitment process right from the beginning.
2. Training and development
Bring some fun elements into your training and development programmes by introducing gamification in training and development. You will be surprised to see how many employees respond positively.
3. Engagement and retention strategies
Increase retention rates and reduce attrition rates by introducing gamification in your organisation.
You can increase employee engagement thus increasing the retention rates in your organisation.
This article first appeared in The New Savvy.
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