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  • Lägga in vita layers?
  • Lägga in vita layers?
  • Lägga in vita layers?
  • Lägga in vita layers?
  • Konsultmodellen är redan designat som ett spel -> man har en bestämt struktur, i vilket man lägger in allt arbete, sen får man feedback på det.Feedbackcyclen är ett år lång (inte bra)Så hur förkortar vi den? Det som hade kännts ”bäst” är egentligen att kunna ge snabbare feedback på det man gör i jobbet. Men det hade inneburit 1 / 2 saker
  • Men vem ska ge den feedbacken? Är det cheferna som kanske ska sätta sig ner varje vecka med varje enskild anställd? Eller är det ”spelet” som ska ge personaliserad feedback till varje anställd på ens prestationer?-Cheferna kan absolut inte sätta sig ner varje vecka med alla. Det hade aldrig gått.-Och om systemet skulle göra det hade det blivit extremt komplext. Alla jobbar med olika saker, och definierar framsteg olika. Och enligt HR så är det inte ens önskvärt att systemet ska göra det.Okey, men vad är det då som ligger till grund för den personliga utvecklingen? Det är ju dels vad man gör på jobbet, men också hur man ”bokför” det man gör. Det är den bokföringen, eller loggningen, som ligger till grund för den årliga utvärderingen.
  • Om man kan engagera medarbetarna i ett loggförande, så får man bättre förutsättningar för sina årliga utvärderingar, man kan designa ett spel som har en kort feedbackloop baserat på hur ofta man loggar, och vad för slags loggar man skriver. Så spelet ska alltså handla om att engagera medarbetarna i att skriva loggar.
  • Lägga in vita layers?

Transcript

  • 1. Enterprise Gamification of theEmployee Development process atan Infocom Consultancy Company Kristoffer Frang Robin Mellstrand
  • 2. 70% of the worlds 2000 largestorganisations will have at least onegamified platform by 2014 Gartner (2011)
  • 3. $120M (2011) -> 1.6Bn (2015) Low engagement for the employee development process What is gamification and Develop a proof of RQ1 how does it work? RQ2 concept of a game layer for the competence model
  • 4. February June
  • 5. February June
  • 6. The Explosion of Games 3,3 millions hours per day 60 Million Users 40 million monthly active users 70 Million in-game hours / week 5,93 million in-game years(!)
  • 7. Gamers are Everywhere ~ Gamers play WoW, Angry Birds and Farmville each year as much as all the Swedish people spend at work.
  • 8. Gamification to Engage! GAMIFICATION
  • 9. Gamification Definition
  • 10. What is a Game?Why does Games Work?
  • 11. What is a Game?EffortGame StructureDirect Feedback
  • 12. Intrinsic Motivation S&H Green Stamps Yahoo Answers ”licking frenzy” Over 9 millions answered questions Facebook Likes LinkedIn Progress Bar 65 million likes every day(2010)
  • 13. Real Awards vs. Perceived Awards Alieved Fear Alieved Happiness
  • 14. Short Feedback Loop Effort Structure Result - Development - Project Delivery - Customer Satisfaction - Place Object - Game Rules - Lines Removed Feedback - ??? (Annual at best) - Points (Direct)
  • 15. Conclusions ”Games are structured challanges at the limit of the gamers ability with a direct feedback-loop”
  • 16. Theory for Designing an Engaging Game ? Changing Behaviour Desire Profile Game Frame
  • 17. February June
  • 18. What motivates the Which are the obstaclesemployees of Cybercom? for behavioural change? Do not understand the Achieving a sense of competence model completionCompetitionGaining ? Do not see the utility of the model Thinks it’s too much workrecognition to use it
  • 19. February June
  • 20. How do we play the game?
  • 21. Year start Continuously over the yearSetting personal goals Writing the log Daily work Project evaluations Year end Annual evaluationStructure Effort Feedback
  • 22. Year start Continuously over the yearSetting personal goals Writing the log Evaluation? Daily work Project evaluations Year end Annual evaluationStructure Effort Feedback
  • 23. Year startSetting personal goals System Writing the log generated feedback Daily work Project evaluations Annual evaluation Year endStructure Effort Feedback
  • 24. February June
  • 25. Game Structure
  • 26. The Competence Model Interactive Visualisation of the Competence Model • Exploratory way of learning. • Recognising patterns and Enlightenment.CompetenceModel Time Line• Focus on Ability• Enlightenment
  • 27. The Log Manage Entries • Focus on Ability (Fast, Simple) • Assess your own performance • Gaining Recognition for Achievement • Achieving a Sence of Completion Log Visualisation • Structured Log • Map to Competence Model • Map to Personal Goals • Enlightenment
  • 28. The Roadmap Roadmap Visualisation • Create Awareness of One’s Performance • Achieving a Sence of Completion Personal Goals • Clear Overview of Personal Goals • Connect Activities to Personal Goals • Gaining Recognition for Achievment • Achieving a Sence of Completion
  • 29. Community Profile Page • Increase Awareness of Internal Competences at Cybercom • Institute a Way to Show Game Awards • Being the Centre of Attention • Gathering Knowledge
  • 30. Community User-to-User Feedback • User-to-User Feedback Through Comments • Knowledge Sharing • Increase Community Engagement • Gaining Recognition for Achievement
  • 31. The Game Layer
  • 32. Problems and Weaknesses Continous Improvement Game Commitment Employee Resistance
  • 33. ROI Motivated and Time Engaged Employees Aware and Competence Goal- Model ROI Orientated Development
  • 34. The Future of Gamification ”Market value of gamification ”70% of the worlds largest organisations $120M (2011) -> $1800M (2015)” will use gamification by 2014” It’s hard to measure the ROI ”Gamification is the new social media”
  • 35. That’s all from us.Thanks for listening.
  • 36. Dr. BJ Fogg’s Behaviour Model
  • 37. Dr. BJ Fogg’s Behaviour Model motivating behaviour motivation triggers succeed here triggers boring fail here behaviour difficult simple behaviour ability behaviour
  • 38. The Model and Gamificationexample: social media Motivation: Social Contact Ability: Single click Trigger: Email with direct link
  • 39. Putting the elements togetherexample: social media motivating behaviour Nära vän motivation Bekant boring behaviour difficult simple behaviour ability behaviour
  • 40. The Model and Gamificationexample: gamificationSocial Contact Power, Independence, Curiosity, Acceptance, Order, Saving, Honour, Idealism, Social contact, Family, Status , Vengeance, Romance, Physical activity, Tranquility
  • 41. The Model and Gamificationexample: extra points for recruiting new users motivating behaviour Motivation: Status/Saving motivation Ability: Easy to invite Single click EmailClimb the boringleaderboard Trigger: behaviour Email: extra points difficult simple behaviour ability behaviour and suggestions