Abstract:
Research talks about the gamification of the management of human capital.
Gamification is not about an immersive environment being digitally recreated; it is about using
game components and mechanics to help a company achieve employee engagement and other
organizational goals. It is about developing HR and other processes that use best practice ideas
from a variety of fields, especially fun and motivation. In addition, the increased pressure on
HR to add value to the use of gamification in HR may also provide one way for organizations
to quantify their contribution. HR gamification is about being business-oriented, gearing
practices towards the achievement of goals and objectives of both players and businesses.
With gamification, you inspire individuals to do more than you want them to do and get better
at it as well. There are several ways in which game principles in HR can be used. For instance,
in HR, gamification can be used to attract, induce, train (learn) and create, engage and retain
staff. The possibilities for gamification to be applied to HR extend well beyond those we list
here. As well as HR practitioners understanding gamification to actively build gamification
strategies themselves, it will also be necessary for these professionals to establish such an
understanding to allow them to manage others including external agencies) who on their
behalf create and operate gamification platforms.
