3 Simple Ways to Improve Compliance Training. Compliance training does NOT have to be a chore.
Through our work helping clients comply with BBP, OSHA, HazComm, HIPAA and more, we’ve developed some best practices that we turn to again and again. I wish I could tell you about one “magic bullet” method that will meet all of your compliance-driven needs. Every workplace is different, and the people taking your compliance courses have different job roles, backgrounds and personalities. What works at Company X may not work at Company Y. This is why generic, out-of-the-box compliance solutions often miss the mark.
While every project is different, the tactics below are three of our favorites. 1. Points, badges, leaderboards, oh my. Top 10 Enterprise Gamification Cases That Will Make Employees More Productive. New to Gamification?
Check out my post What is Gamification & my Gamification Framework: Octalysis This is a guest post by Steven Laird. Steven is currently a Systems Integration Consultant at Accenture and is interested in the intersection of technology and psychology. He believes a gamified culture may be the answer to a countless array of world problems afflicting the human condition. Can Gamification really turn traditional drudgery into productive engagement within the enterprise? In a world where creative and innovative tasks are becoming an increasingly greater part of the world economy, it seems the archaic carrot and stick tools of motivation used throughout the Industrial Revolution are un-evolved tactics that fail to truly engage the modern day individual. 1.
Step Up Your HR by Hiring a Gamer. Gamification is the next big step in social media and employee interaction.
In a webinar today I mentioned to the audience that one direction that the HR use of social media is moving is in the direction of “gamification.” After the webinar I realized that I only had a partial understanding of what that was. So I decided to step up my “game” and learn a bit more. With some reading I came the realization that HR can step up their game by hiring a “gamer”, someone well versed in what it takes to make a game interesting. Gamification definition According to Steve Sims, Vice President of Badgeville , gamification is the application of behavior-motivating techniques from traditional and social games to non-game environments. Application to human resources. Winning the Training Game. By Steve Sims, Vice President, Production and Professional Services, Badgeville, The Behavior Platform Building and maintaining employee excitement around corporate training is one of the most difficult challenges in the industry.
Whether it’s required compliance training or career-enhancing skills training, convincing employees to take time out of their busy schedules for learning can be a tough task. How Gamification Reshapes Corporate Training. CIO — Many companies have a hard time getting employees to attend corporate training.
Workers are often reluctant because it means taking time away from the office and possibly incurring high travel expenses. With corporate training budgets currently in recovery mode after the toll the recession took, many companies are looking to see the ROI before buying in to training. In hopes of making training more accessible for employees, Deloitte put its course catalog, Deloitte Leadership Academy, online. The catalog includes a variety of courses and webinars from Harvard Business School to Melbourne University in Australia. "If you can gamify the process, you are rewarding the behavior and it's like a dopamine release in the brain. --Frank Farrall, Deloitte Digital The challenge was getting nearly 200,000 Deloitte employees and more than 50 client companies to log on, take courses and continue the practice of corporate training.
A Vistit to Badgeville Continue Reading. How Gamification Can Improve Employee Training. Training new employees can be tedious and ineffective.
Gamification of Employee Training « Human Resources Blog Human Resources Blog. What does sound more attractive: a traditional training course with participants sitting around tables and being loaded with a big amount of information at one shot or a game-like session, which requires participants to compete within themselves or with their own selves, and continuously pay attention?
The answer is obvious. Games are more entertaining. They are challenging and interactive, they have specific rules and require specific quantifiable outcomes. And what is more important; by its completion people often have emotional reactions and a sense of achievement when winning. No surprise that gamification of HR processes has been there for a while. Let us first of all define the concept and see what it has to do its implications in the learning process. For years professionals involved in teaching have been using gamification to encourage learners stay engaged, be willing to go the extra mile and interact with the others. HOW TO: Properly Use Badges To Engage Customers. Gabe Zichermann is the chair of the upcoming Gamification Summit NYC (9/15-16, 2011), where industry leaders will gather to share knowledge and insight.
Zichermann is also an author, highly rated public speaker and entrepreneur whose book, “Gamification by Design” (O’Reilly, 2011) is the first to look at the technical and architectural considerations for designing engagement using game concepts. Badges are among the most visible elements of gamification, the use of game-thinking and game mechanics to engage media audiences. A badge is one of many tools in an engagement design arsenal that also includes point systems, leaderboards, challenges, rewards, team play and achievement, among others. However, social media badges are often maligned as boring or weak. This has been exacerbated by the decline of Foursquare’s badging system. The four steps to badge nirvana can help you produce a stellar product, service and workplace: Badge Potential Delight vs. Expressing Trust in Badges. Gamification of Employee Engagement.
In a recent study conducted by the Society of Human Resource Management (SHRM), employee engagement was identified as the “most important challenge facing HR organizations.” Some interesting applications of neuroscience to the study of engagement have yielded promising results, by tapping into the brain’s reward response system. But reward programs can be expensive, leading many budget-strapped human capital managers to seek other options.