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ПРАКТИКА ЗАСТОСУВАННЯ ГЕЙМІФІКАЦІЇ В HR
| dc.contributor.author | Liubov, Vodianka | |
| dc.date.accessioned | 2023-05-04T05:31:39Z | |
| dc.date.available | 2023-05-04T05:31:39Z | |
| dc.date.issued | 2023-03 | |
| dc.identifier.citation | Водянка Л., Паламарюк А. Практика застосування гейміфікації в HR. Ефективна економіка. № 3. 2023 | uk_UA |
| dc.identifier.issn | 2307-2105 | |
| dc.identifier.uri | https://archer.chnu.edu.ua/xmlui/handle/123456789/6884 | |
| dc.description.abstract | The article examines the practice of gamification in HR. The future of gamification in HR. In 2020, the gamification market was valued at USD 9.1 billion and is expected to grow to USD 30.7 billion by 2025. Gamification in business means the development and introduction of game elements into the work process. It is used for training employees, instilling them with corporate norms, uniting teams, etc. Gamification is slightly different from business games, brainstorming and cases, as it includes additional elements: ratings, awards, badges, etc. This approach also contributes to: the development of a culture of continuous learning; integration of training and development initiatives; successful adaptation of employees; socialization of new employees and their integration into the company environment; improvement of personnel selection processes; receiving positive feedback on the talent market; reducing the number of conflicts; improving the quality of communication in the team; increasing the general level of labor productivity. Typical gamified employee engagement methods include: games, challenges, quizzes, raffles and scratch cards; a points system that allows employees to exchange points for gifts and charitable causes or transfer them to colleagues; shared tasks to improve communication and communication. By implementing gamification, you can create themed spaces in your office. This approach and special interior attract the attention of not only employees, but also customers. Gamification is ideal for companies with young and dynamic teams, ready to learn everything new and interesting.In some cases, the game is negatively perceived by employees, customers, especially when there are senior employees in the organization. Therefore, before developing and implementing gamification, careful consideration should be given to which tasks to use and for which type of employees. However, gamification is not a panacea that will instantly solve business problems, but properly configured processes can help improve the climate in the team, increase employee engagement, and as a result, improve business processes in the organization. | uk_UA |
| dc.language.iso | other | uk_UA |
| dc.publisher | ТОВ "ДКС Центр" | uk_UA |
| dc.subject | гейміфікація | uk_UA |
| dc.subject | колектив | uk_UA |
| dc.subject | управління персоналом | uk_UA |
| dc.subject | soft skills | uk_UA |
| dc.subject | теорія поколінь | uk_UA |
| dc.subject | бізнес-ігри | uk_UA |
| dc.title | ПРАКТИКА ЗАСТОСУВАННЯ ГЕЙМІФІКАЦІЇ В HR | uk_UA |
| dc.title.alternative | THE PRACTICE OF USING GAMIFICATION IN HR | uk_UA |
| dc.type | Article | uk_UA |
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