Although there is substantial buzz about gamification as an HR practice, certain organizations have championed the practice. Forbes
outlines the frontrunners, including:
- Marriott International, which has developed a role-playing game entitled “My Marriott.” Offered in five languages, the app allows internet users to take on the role of a hotel kitchen manager. It has been successful as a recruitment tool to spark young people’s interest in a hospitality career.
- Deloitte, whose Leadership Academy provides executive training to managers around the world. Participants can earn badges and boast their accomplishments on social media.
- The U.S. Department of Defense, which has developed games to impart skills too difficult to teach offline, such as assembling the machinery in spacecraft. It also has games that simulate a fraud investigation, and instructs players on how to use disparate pieces of information to generate credible theories of fraudulent behavior.
In addition to its role in training, gamification has benefits such as recruiting a more diverse group of candidates, projecting a more innovative and youthful image for a company, and granting users the opportunity to experience various functions within a business.
Analysts predict that by the end of 2014, 70% of the world’s most prominent businesses will have implemented at least one gamification tool into their HR strategy.
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While games used to be seen as a distraction, pioneering gamification applications have been shown to produce a 14% increase in skill-based knowledge and a 9% rise in retention when used as a training tool.