When I said "To gamify" within the HR context, I'm thinking on applying game mechanics and game design to within the framework of an organization, in particular for professional learning or personal development (including attitudes, corporate culture...).
What does this mean, exactly?
Jesse Schell spoke on the subject with humor at the DICE 2010:
The simplest gamificacion processes (and the first thing that comes to many people at the top) uses surveys, rankings, badges and other forms of classification that have an effect at two levels:
As a group: Encourages competition with other players and reinforce your position in relation to other
As an individual being: Encouragement towards the acquisition of all possible prizes, badges...
I know I'm simplifying, but it is similar to what kids do: Instead of collecting Pokemon trading cards, you collections records such as "the most inspiring post."
This approach is useful to raise awareness to the positive effects of these techniques, but does not hold long term: The low repeatability of these techniques (once you've participated in a ranking or obtained three pieces, the rest of the experiences are similar and less rewarding) and the high effect dissipation rate (the rate of memory content is very low, and disappears in a matter of weeks) make the organization set aside the playful approach to learning or, worse, decide to include juicy, economical rewards at rankings (The first take a trip to the Bahamas) erasing one of the greatest motivators of games, which is the internal experience of the learning and discovering procesess.
Another approach is the company's simulators (such as My Marriot Hotel), but the vast majority of those now in the market will focus mainly on management variables of one type of business and much less on the potential history and people. They are usually technically complete, but in my opinion do not allow us to understand the role of people within an organization and not have a high retention rate as they lack deeper storylines and don't use emotional factors (Maybe it's not their goal, after all).
The advertaiment uses a lot of the former, symplified and adding emotional interaction, especially with commercial intent or informative purposes (Being Henry is a good example).
The "second level" of gamificacion (and I'm "ranking" my arguments on purpose ;D) involves the use of real stories for learning and careful design and beta testing process close to that of video games. The more linked to the user's context the better: A friend told me the other day that the writer of "Game of Thrones" based part on the stories on those that appear in the tabloids (I'm not sure of the accuracy of his comment, but it suits me ;D). What if we translate the stories of the tabloids to create learning modules with a high degree of appeal? What would be the rate of retention? The emotional link to finish them?
For me, as a "gamer" and as a professional interested in making an easier and happier life for people in organizations, it is a fascinating world, full of undiscovered potential.
This post is my firts, tentative steps into the issues of play and learning (And my chance to improve my level of English, as well ;D). If you are also interested, welcome you all!.
