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Using Gamification for Strategic Human Resources

Using Gamification for Strategic Human Resources

Aaron Moncreiff


Too many employees view Human Resources as the custodian of the very beginning and end of their employment lifecycle. They expect the flurry of HR activity that accompanied their recruitment and onboarding will fade away, with the department only resurfacing years later for an exit interview as they prepare to leave the company.

But HR executives know they have a more important role to play. They are responsible for far more than just keeping the desks filled—a modern Human Resources Department is tasked with making strategic contributions to the business. HR needs to understand how employees are influencing their business’s key drivers of success, and this is where gamification comes in.

A More Effective Workforce

A gamification platform like Bunchball Nitro can provide granular analytics that will give you insights necessary to build teams that bring complementary skills to the table. Gamification can be used to create a powerful network of incentives that encourage your workforce to take advantage of all the professional development opportunities HR can provide. Gamification can cultivate a constantly-evolving workforce that capitalizes on its strengths, as well as clarifying your organization’s priorities when it comes to recruitment and promotion decisions.

HR leadership is being asked to expand their strategic contribution to the business, and broaden their understanding of the key business drivers and how the organization's people influence them. A key challenge for HR leaders in this pursuit is to find effective ways to engage their people in all areas of the business, at all stages of their lifecycle, and across the many systems with which they interact.

An effective HR strategy requires a granular understanding of team dynamics and the complex interactions between workers, systems, and hierarchies. To cultivate a more effective workforce, HR needs a way to continue engaging with workers throughout their career lifecycles.

Connecting Across the Career Lifecycle

After onboarding, HR needs to take the initiative to keep employees engaged and working towards a strategic vision for the workforce. This can be a challenge—after all, workers want to settle in to their routines and get to work. Once they are assigned to a team, ongoing engagement with HR may seem like a distraction from their primary duties.

By generating concrete incentives for engagement, tracking incremental progress towards professional development goals, and creating a network for social reinforcement, a gamification platform can provide an array of rewards for staying in constant contact with HR and pursuing strategic opportunities.

Increased Visibility

Equally important, gamification gives HR managers insights into how the workforce is coalescing into teams. Gamification lets you see how employees are cooperating in real time, giving you a better understanding of what combinations of skill sets and organizational structures are fostering the most effective forms of collaboration.

The granular view into the workplace that gamification provides can create a dynamic feedback loop for strategic workforce development. When you know what works best, employees can be incentivized to build upon their strengths. Recruitment activities can be better targeted, focusing on prospective employees who will fill in the gaps in your organization. And insight into team dynamics can help you identify the natural leaders within your organization and invest in their development.

Empowering Your HR Department

Gamification rewards and tracks employees’ progress throughout their career lifecycles. By utilizing the power of gamification, HR managers can make strategic contributions to the entire organization.

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