Assessing the potential of the

advent of gamification for the

Prospective Indian Workforce

Priya Nagwani 16020341031

Hargun Dhutt 16020341019
Ranju Nambiar 16020341035
Akash Paul Lakra 16020341226
Kunal Gauba 16020341173
Gausiya 16020341069
Introduction Literature Review Hypothesis Methodology Findings Conclusion

Gamification taps into the rudimentary desires The key measurable metrics of successful gamification
and needs of the users’ impulses which strategy would include: engagement, influence,
revolves around Status and Achievement. loyalty, user generated content, time spent, and
robustness.
Introduction Literature Review Hypothesis Methodology Findings Conclusion

The main objective of gamification is to engage and inspire participation. It is about

understanding (and utilizing) the triggers that affect behaviours, or in other words, the
application of psychology to influence outcomes.
Introduction Literature Review Hypothesis Methodology Findings Conclusion

It is not just about gaining points or trophies. It can also be the avoidance of penalties.
Companies use gamification to reduce their administration costs, as they can influence
the behaviour of their customers/employees to adopt a process that is potentially more
beneficial to them – the organization – than the convenience of their
customers/employees.
Introduction Literature Review Hypothesis Methodology Findings Conclusion

It is of utmost importance to explore how various organizations are applying innovative

approaches in their engagement strategies for their employees by leveraging numerous
gamified techniques
Introduction Literature Review Hypothesis Methodology Findings Conclusion
Introduction Literature Review Hypothesis Methodology Findings Conclusion
Introduction Literature Review Hypothesis Methodology Findings Conclusion
Introduction Literature Review Hypothesis Methodology Findings Conclusion

Onboarding
An important way organisations can combat these early
attrition or turnover and employee dissatisfaction is to
implement a robust employee onboarding program.
Onboarding helps new hires adjust to the social and
performance aspects of their jobs so they can quickly
become productive, contributing members of the
organization.
Introduction Literature Review Hypothesis Methodology Findings Conclusion

Onboarding
Research and conventional wisdom both suggest that
employees get about 90 days to prove themselves in a new
job. Every organization has its own version of the complex
process through which new hires learn attitudes,
knowledge, skills and behaviors required to function
effectively. Academic researchers who study onboarding
also use the term organizational socialization.
Introduction Literature Review Hypothesis Methodology Findings Conclusion

Onboarding
Faster the better
Introduction Literature Review Hypothesis Methodology Findings Conclusion

Onboarding
L’Oreal says, “Our aim is to develop successful, committed
and mutually beneficial relationships with each of our
employees.”
Introduction Literature Review Hypothesis Methodology Findings Conclusion

Onboarding
Informal onboarding refers to the process by which an
employee learns about his or her new job without an
explicit organizational plan.

Formal onboarding refers to a written set of coordinated

policies and procedures that assist an employee in
adjusting to his or her new job in terms of both tasks and
socialization.
Introduction Literature Review Hypothesis Methodology Findings Conclusion

Onboarding
 Introduction Literature Review Hypothesis Methodology Findings Conclusion

Trends Reshaping the Future of HR: Digital Radically Disrupts HR, Accenture
Strategy, (2015)
This research paper predicts that Talent Management
processes would become more and more ingrained into
the everyday work lives of managers and employees in
the future. Through the use of digital technologies,
Talent Management will become the responsibility of
the leaders and the individuals, as opposed to
remaining the domain of specialist HR professionals.
Gamification is one key digital technology that will
facilitate this shift. Young people socialise through
computer games, and gaming terminology such as
‘levelling up’, ‘epic win’, and ‘GG (good game)’ have
pervaded their everyday language.
 Introduction Literature Review Hypothesis Methodology Findings Conclusion

Trends Reshaping the Future of HR: Digital Radically Disrupts HR, Accenture
Strategy, (2015)
With gaming concepts and terminology gaining
prominence among young employees, it’s probably not
surprising that companies eager to attract, engage,
incentivize and retain members of this generation have
been taking games seriously. Gaming concepts have
begun working their way into key HR processes in two
distinct forms, often called serious games and
gamification. Whereas serious games are actual games
used in the workplace whose purpose is beyond merely
providing entertainment, gamification is the weaving of
game mechanics such as virtual currency, leaderboards
(boards that display leaders in a competition), badges,
or levelling up (progression to the next level in a game)
into existing work activities or processes without the
development of a full-fledged actual game.
 Introduction Literature Review Hypothesis Methodology Findings Conclusion

Trends Reshaping the Future of HR: Digital Radically Disrupts HR, Accenture
Strategy, (2015)
Gamification is part of the overall digital disruption that
will see HR professionals focusing more on culture and
Talent Management levers to achieve competitive
advantage. A recent example of this in Talent
Acquisition is KPMG’s Australian graduate programme.
The 10,000 applicants will have to traverse an online
game overlaid with psychometric tests and submit a
four-minute ‘selfie’ video to prove they have enough
‘personal impact’ for the fast changing world of
professional services. Like KPMG, some large
organisations have been early adopters of gamification,
but overall penetration is not high yet. As the uptake
inevitably increases, organisations will benefit from
improved employee insights, and consequently
increased workforce capability and performance.
 Introduction Literature Review Hypothesis Methodology Findings Conclusion

Impact of Gamification in Key Industries, Motivate, Engage, Empower, and

Achieve through Gaming, (September 2015)

Gamification is a use of game thinking to real life context. It

encourages people to complete tasks which are otherwise
perceived to be boring and tiresome.
Commonly used game mechanics to improve productivity:

• Points- Among the several game mechanics, points system

is the most attractive one. Specific points are awarded to
the users for specific behaviours which provide more value
to the system.
• Badges- Badges are generally used to elevate the status of
the user. Well defined badges can be really effective to
accomplish the desired behaviour by the employees.
• Levels- Many organizations use level system to provide a
social hierarchy to the users. Accomplishing new level
opens ups new privileges for the individuals.
 Introduction Literature Review Hypothesis Methodology Findings Conclusion

Impact of Gamification in Key Industries, Motivate, Engage, Empower, and

Achieve through Gaming, (September 2015)

Gamification is a use of game thinking to real life context. It encourages

people to complete tasks which are otherwise perceived to be boring
and tiresome.
Commonly used game mechanics to improve productivity:

• Leader Board- It is one of the widely used mechanics. In customer

engagement for marketers, it is mostly counted through the
number of visits of a customer in a particular location.
• Collaboration- Social collaboration helps accomplish tasks faster
and facilitates team building in an organization.
• Challenges- These are mostly time bound activities. These have to
be defined carefully as this should bot be perceived very difficult by
the employees and hence demotivate them, which conflicts with
the very purpose of gamification.
• Lottery- It determines winners solely by chance. It should not be
used at the later stages of task accomplishment where hard work
and acumen is the most desired trait.
 Introduction Literature Review Hypothesis Methodology Findings Conclusion

Impact of Gamification in Key Industries, Motivate, Engage, Empower, and

Achieve through Gaming, (September 2015)
Top 3 need of gamification:

1. Need for Motivation to Learn,

2. Need for Interactive Collaborative Systems,
3. Need to encourage Competition

Following are the key findings of the research:

1. One of the objectives to implement Gamification is to turn record keeping into a platform for engaging and motivating users. It has shown
its quick initial impact in the industries where engagement matters the most such as education, healthcare and business to consumers
industries. Gamification has a strong impact on increasing internal employee engagement in organizations.
2. Gamification has only penetrated in a few industries. However, with growing number if start-ups building specific products for enterprises,
Gamification will soon be an essential part of every enterprise irrespective of the industry type.
3. With innovative applications coming up in the education sector in the form of Gamification, it is not only helping to improve the level of
interaction but also helps shape behaviour, develop skills better, and boost memory.
4. Healthcare is another key industry which has been majorly impacted by Gamification owing to its ability to provide interactive interfaces
to do physical exercises remotely
 Introduction Literature Review Hypothesis Methodology Findings Conclusion

Impact of Gamification in Key Industries, Motivate, Engage, Empower, and

Achieve through Gaming, (September 2015)
Top 3 need of gamification:

1. Need for Motivation to Learn,

2. Need for Interactive Collaborative Systems,
3. Need to encourage Competition

Following are the key findings of the research:

1. One of the objectives to implement Gamification is to turn record keeping into a platform for engaging and motivating users. It has shown
its quick initial impact in the industries where engagement matters the most such as education, healthcare and business to consumers
industries. Gamification has a strong impact on increasing internal employee engagement in organizations.
2. Gamification has only penetrated in a few industries. However, with growing number if start-ups building specific products for enterprises,
Gamification will soon be an essential part of every enterprise irrespective of the industry type.
3. With innovative applications coming up in the education sector in the form of Gamification, it is not only helping to improve the level of
interaction but also helps shape behaviour, develop skills better, and boost memory.
4. Healthcare is another key industry which has been majorly impacted by Gamification owing to its ability to provide interactive interfaces
to do physical exercises remotely
 Introduction Literature Review Hypothesis Methodology Findings Conclusion

Impact of Gamification in Key Industries, Motivate, Engage, Empower, and

Achieve through Gaming, (September 2015)
The purpose of this paper was to analyze and examine the importance of gamification in businesses today. It looks at the modern trends and
techniques of gamification in HRM and identifies the functions in which it is being conceptualized and employed to achieve organizational
effectiveness by increasing employee engagement.

This paper, provides a comparative analysis on the implementation of gamification in the business processes of organizations, which has
helped them harness employee loyalty and build stronger employer-employee relationship.
Tech giants like Google and Facebook organize competitions like Google Code Jam and Facebook Hacker Cup respectively to increase
exposure and attract fresh talent. Another example is a recruiting game My Marriott Hotel”, developed by Marriott International, to attract
the Millennials.

In 2013, Gartner had predicted that by 2015 more than 50% of corporate processes would be gamified and that 40% of the 1000 biggest
companies in the world would deploy gamification in the quest for business benefits.

Induction and Orientation training is a critical process for HR as it helps to provide the right information to the newly hired employees and
ensure maximum productivity as swiftly as possible. It enables employees to have first positive experiences of their company, workplace,
colleagues and team members. Deloitte LLP’s on boarding game focusses on teamwork and collaboration.
 Introduction Literature Review Hypothesis Methodology Findings Conclusion

Impact of Gamification in Key Industries, Motivate, Engage, Empower, and

Achieve through Gaming, (September 2015)

Big companies like McDonalds and Walmart have incorporated gamified approach in their training and development processes to make their
employees more efficient thus increasing revenue and reducing costs. McDonalds trained their staff on the new cash register and ordering
system by turning the entire environment into a game with scores, challenges, timers, and feedback. The staff was allowed to make mistakes
and learn from them. The success of the game resulted to a revenue impact of GBP 23 Million. Similarly, WalMart designed a Safety
Education Program to train their employees on the safety and compliance procedures.

Accenture’s quiz based “Path to Success” Facebook app tested the aptitude of the users while keeping them engaged in an interesting
gameplay. Participants had to roll the dice to land on a tile and they were faced with a trivia question and rewarded for each correct answer
while they climbed up the corporate ladder. This helped the company engage their employees and subsequently build a pipeline of talent
with the help of the data collected through this game.

Gamification does not imply creating a game. It means makes HR initiatives more fun and engaging employees, without undermining its
credibility. Gamification helps employees gain motivation towards their role and KRAs, and because of the positive feedback, they are
pushed forwards and become more interested and stimulated to learn. Gamification can constitute a powerful boost to determine the
employees to study/read more. Engagement is the important metric for success in gamification. There are several metrics to analyze
engagement, which due to technological advancement in analytics can be included into such a web application. These metrics are: page
views per visitor, time spent on site, total time per user, frequency of visit, participation and conversions.
 Introduction Literature Review Hypothesis Methodology Findings Conclusion

Summing Up
Enterprise social network enables Millennials to take in the ropes at their new work environments, gives them guide access to more
proficient partners who can help and tutor them, and causes them to enhance their business results by reusing information and lessons
learned crosswise over tasks. More youthful specialists can likewise saddle the energy of informal communication to make a feeling of having
a place and construct their notorieties in vast, scattered firms, where it is especially troublesome for them to recognition.

This being the previous trend a, the next step is gamification with the aim to attract Millennials and influence them to feel associated with a
group of colleagues. In spite of the fact that can target variety of age groups, Millennials grew up with computerized connection and have a
tendency to lean toward situations that accentuate collaboration, social learning and successive input – which can all be conveyed through
gamification.

Thus both enterprise social networking and gamification are two potential tools which help organizations engage Millennial employees in
collaboration and learning. Either of these 2 strategies will not engage millennials for long if they are not backed up with relevant data that
encourages behaviours which enables them to grown in their own right. Rather than following a trend to lure millennials organizations need
to calibrate the exact reason and end results that gamification enterprise social networking will achieve
Introduction Literature Review Hypothesis Methodology Findings Conclusion

Hypothesis
Null Hypothesis: Core drives do not
play a role in influencing an
employee behaviour
Introduction Literature Review Hypothesis Methodology Findings Conclusion

Methodology

Sample Size : 130 Respondents

MBA Students

Sampling Style: Snowball

Sampling

Descriptive Statistics Applied

Software used - Excel
Introduction Literature Review Hypothesis Methodology Findings Conclusion

Challenges

Getting Respondents
Restriction on prospective data
Limitation to Descriptive Statistics
 Introduction Literature Review Hypothesis Methodology Findings Conclusion

Sample Size
40
35
Number of Respondents

14
16
30 Male
6

Gender of the respondents

24
25 6 26
25
20 24

15 12 23
6 22

10 Female
7 20
23
5 11
5
0
20 22 23 24 25 26 0 5 10 15 20 25 30

Total 11 35 29 23 20 12 Number of Respondents

Age Distribution
Introduction Literature Review Hypothesis Methodology Findings Conclusion

Sample Size

13 ~ 24 months
no 27%
13 ~ 24 months
34%
6 ~ 12 months
less than 6 months
more than 23 months
more than 23 6 ~ 12 months no
months 18%
less than 6
8% months
13%
 Introduction Literature Review Hypothesis Methodology Findings Conclusion

Core Driver Analysis

4.5
4
3.5
Average Scores

3
2.5
2
1.5
1
0.5
0
Empowerment
Epic Meaning & Development & Ownership & Social Influence Scarcity & Unpredictability Loss &
of Creativity &
Calling Accomplishment Possession & Relatedness Impatience & Curiosity Avoidance
Feedback
Female 3.8359375 3.390625 3.03125 3.890625 4.090909091 2.8359375 3.859375 4.125
Male 3.537878788 3.303030303 3.409090909 4.098484848 3.8125 3.045454545 4.053030303 4.196969697
Core Drivers

Female Male
Introduction Literature Review Hypothesis Methodology Findings Conclusion

Core Driver Analysis

Average
Epic Meaning & Calling 3.686908
Development & Accomplishment 3.346828
Empowerment of Creativity & Feedback 3.22017
Ownership & Possession 3.994555
Social Influence & Relatedness 3.951705
Scarcity & Impatience 2.940696
Unpredictability & Curiosity 3.956203
Loss & Avoidance 4.160985
 Introduction Literature Review Hypothesis Methodology Findings Conclusion

Core Driver Analysis

Male Right Brain

Left Brain
Female
3 3.2 3.4 3.6 3.8
Left Brain Right Brain
3.2 3.4 3.6 3.8
Male 3.482323232 3.758207071
Female Male Female 3.372395833 3.660511364
Black Hat 3.606770833 3.765151515
White Hat 3.419270833 3.416666667 Male Female

Black Hat White Hat

Introduction Literature Review Hypothesis Methodology Findings Conclusion

Conclusion
The Gamification Framework helps us understand the
key factors that influence the happiness of human
begins, it itself is a human intensive approach, from
the above study we present our findings which
contribute to the existing literature which creates
employee engagement & onboarding of prospective
men & women of management streams much better
and smoother as we understand their core drives and
their needs, how to play with them to make
onboarding & engagement a success so that it may
reduce dissatisfaction & early employee turnover