This document outlines an agenda for a seminar on using gamification in human resources. The agenda includes sessions on common misconceptions about games in business, motivating and engaging employees through games, potential risks to address, and key questions for implementing gamification successfully. It also discusses the differences between serious games and gamification, elements and mechanics of games, and whether gamification is a real innovation or a mirage. The document presents examples of how gamification could be used to address HR challenges and organize community games involving employees.
[Fr] La transformation digitale, la RH et les injonctions paradoxalesYann Gourvennec
Les relations humaines sont au coeur de la transformation digitale. Sans travail sur l'humain, rien ne peut être réussi. Cet aspect fondamental va également avoir un impacts sur les RH elles-mêmes qui aussi vont devoir se transformer. Et pour cela, il va falloir apprendre à vivre avec les injonctions paradoxales de la transformation et de l'innovation qui obligent à faire la révolution ... sans rien casser.
Le Cabinet Adhere-RH publie son Livre Blanc « Les Enjeux Ressources Humaines de la RSE ». Ce document destiné principalement aux Directions des Ressources Humaines (DRH) est le fruit de plusieurs années d’expérience sur le terrain et de travaux de recherche.
[Fr] La transformation digitale, la RH et les injonctions paradoxalesYann Gourvennec
Les relations humaines sont au coeur de la transformation digitale. Sans travail sur l'humain, rien ne peut être réussi. Cet aspect fondamental va également avoir un impacts sur les RH elles-mêmes qui aussi vont devoir se transformer. Et pour cela, il va falloir apprendre à vivre avec les injonctions paradoxales de la transformation et de l'innovation qui obligent à faire la révolution ... sans rien casser.
Le Cabinet Adhere-RH publie son Livre Blanc « Les Enjeux Ressources Humaines de la RSE ». Ce document destiné principalement aux Directions des Ressources Humaines (DRH) est le fruit de plusieurs années d’expérience sur le terrain et de travaux de recherche.
Human Centered Design for Learning Practitioners (Association for Talent Deve...Kristen Gallagher
A presentation that teaches the fundamentals of Human Centered Design concepts and instructional design methodologies. Build a personal toolkit for applying HCD to your learning design process.
Training handout for knowledge transfer professionals on learning enablers. Created in August 2011 for FLAME Project, granted by European Commission (EU).
Innovation Pioneers Tank Meeting 22 May 2013: GamificationRené Heunen
Materials used at the Innovation Pioneers Tank Meeting at CGI in Stockholm on 22 May 2013, on the subject of gamification. Includes references and links to additional resources by subject authorities.
Why games light up your hippocampus and exams do not. Quotes from researchers and speakers about gamification. Slides from the annual Moodle online conference May 2013. Full recording here: https://www.youtube.com/watch?v=02nHOIZY7V0
An Executive's Guide to Building a Culture of InnovationGail Golden
Gail Golden, MBA, Ph.D., is Principal of Gail Golden, LLC. As a psychologist and consultant for more than twenty years, Gail has developed deep expertise in helping businesses to build better leaders. In her "Guide to Building a Culture of Innovation” Gail explores the three fundamental elements of innovation programs, reviews organizational frameworks for innovation, and identifies ways to measure innovative success.
To learn more visit: www.gailgoldenconsulting.com
Transforming Time Management Learning with GamificationFrancis Wade
[Audio link - http://archive.org/details/TransformingTimeManagementLearningWithGamification]
Here is a description of the second speech I presented at the HRMATT Conference 2013 in Port of Spain.
Time management training has traditionally been avoided by most professionals: it’s consisted of an expert doling out long lists of the “perfect” behaviours to follow. Furthermore, those who do attend are known to fail after only a few days, reverting to old behaviours, and familiar results.
Time Management 2.0 calls for replacing the old one-size-fits-all model entirely; instead, the goal is to teach learners how to effect an upgrade to their time management system on their own, whenever the need arises. The best way to impart these skills is not to teach theory, but to coach learners through their first conscious upgrade during the class using new tools.
In this context, immersing learners in a number of in-class training games is an effective way to engage them immediately, while opening them up to new advice.
Attendees to this session will learn:
- how to analyze learner needs so that nothing is ignored
- how to translate needs into games that make a substantial difference
- how to learn to use technology to create games
At the end, this session will help you go back to the office and design your own learner-centred games.
21st century skills are a key requirement for any potential or existing employee to showcase. These contemporary skills are an indicator to an employer that you as an applicant are a well-rounded individual that is able to adapt and succeed in the role. In fact, employers often rate graduates who can demonstrate generic skills (sometimes referred to as ‘soft’ skills, professional skills or transferable skills) as preferential candidates as opposed to those who simply rely on academic results alone.
Explore the top 21st Century skills that employers are looking for in graduates, and consider how these skills relate to the skills, values and strengths you identified in the previous activities.
1. Collaboration
Is a skill relating to how well you:
· Work effectively as a team member
· Coordinate, cooperate and interact with others
· Contribute and participate with others
· Demonstrate ability to work effectively and respectfully with diverse teams
· Assume shared responsibility for collaborative work
2. Communication
Is a skill relating to how well you:
· Select your channel and methods of communication (e.g. face-to-face, email, phone, chat)
· Adapt communication to ensure it is professional and fit for purpose and culture
· Continuously reflect on how your communication style is perceived by others
3. Community Engagement
Is a skill relating to how well you:
· Actively engage and connect to your local community
· Effectively operate in different communities and cultural settings
· Engage and work collaboratively to make a difference in community activities with a diverse group of people
4. Creativity
Is a skill relating to how well you:
· Use your imagination and ideas to create something new
· Demonstrate originality and inventiveness
· Push conceptual and practical boundaries
5. Critical Thinking
Is a skill relating to how well you:
· Apply logic in a holistic manner
· Use criteria and reflection to measure the impact of your thinking
· Recognise that learning and thinking are ongoing skills to acquire
· measure
· reflection
· measures
6. Enterprise Ready
Is a skill relating to how well you:
· Create new work opportunities
· Gather resources to support business start ups
· Use your business skills to improve business outcomes (e.g. relationship building / networking)
7. Global Outlook
Is a skill relating to how well you:
· Understand your rights and responsibilities as a global citizen
· Value diversity and be informed about the social and political world
· Support initiatives, values and practices that prioritise peace, security and human rights around the world
8. Innovation
Is a skill relating to how well you:
· Recognise opportunities to develop and apply new ideas
· Reflect on project outcomes and revise for ongoing improvement
· Work with a future mindset and identify opportunities for continuous improvement
9. Leadership
Is a skill relating to how well you:
· Negotiate, persuade and influence others
· Direct and g ...
Are we Prepared for Scrum Master’s Role in COVID-19 Outbreak?Invensis Learning
No one was ready for COVID19! With a back to back lockdown months affecting the entire business verse globally. According to a PwC survey, 72% of respondents believe their companies will be more Agile going forward and 68% believe they will have flexible work environment to better equip in the long run.
In this regard, know how the Scrum Masters help thousands of teams all around the globe to collaborate? Do you feel that you are prepared for Post-COVID19 changes the way we work? How to deal with the disruptive changes?
#scrummaster #agile #covid19 #agileprojectmanagement #scrum #itmanagers #projectmanager
Areas covered:
1. Who is a Scrum Master and why we need a Scrum Master
2. How Scrum Master helped the teams in COVID19 to align and maximize value.
3. Why this is the high time for us to know about the role.
4. How can you be a good Scrum Master?
Who’ll benefit:
* IT Professionals
* Project Managers
* Delivery Managers
* QA and Testing Professionals
* Scrum Team Members
* Aspiring Scrum Masters
* Anyone who might be interested to know or oppose the idea all together
Speaker Profile:
Satyavrat Nirala is one of Asia’s youngest trainer and coach with certifications of CSM, CSPO, and CAL1, CAMS certification. He has been training and coaching Project management teams, Scrum teams internationally for the last 7 years. Started his career as a project technical analyst, Satyavrat has traversed through various roles in his journey including that of a self-thought coder, software team member, Business Analyst, SME, Scrum Master, Process Consultant, Project Management and Agile guide and coach and Mentor over a span of 14+ years.
For more information please visit our website: https://www.invensislearning.com/
How can technology make induction, effective, engaging and fun. A range of apps and tools are explored and evaluated to engage learners during induction
The Connected Company - Event Anders VergaderenJoris Poelmans
66% of CIOs consider efficient collaboration to be essential for value creation. The majority of information worker's tasks also require collaboration across expertise domains and organisational units and even across companies. In this session we will examine some cases, pitfalls and best practices which drive collaboration in the new world of work.
Présentation de la chaire laboRH : fonctionnement et modalités de collaborat...Tudor Events
Un membre du comité scientifique de la Chaire laboRH. L'outil de diagnostic présenté est issu des travaux de la chaire laboRH en Management Humain et Transformations du Travail de l'Université Catholique de Louvain et illustre sa dynamique de recherche.
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Human Centered Design for Learning Practitioners (Association for Talent Deve...Kristen Gallagher
A presentation that teaches the fundamentals of Human Centered Design concepts and instructional design methodologies. Build a personal toolkit for applying HCD to your learning design process.
Training handout for knowledge transfer professionals on learning enablers. Created in August 2011 for FLAME Project, granted by European Commission (EU).
Innovation Pioneers Tank Meeting 22 May 2013: GamificationRené Heunen
Materials used at the Innovation Pioneers Tank Meeting at CGI in Stockholm on 22 May 2013, on the subject of gamification. Includes references and links to additional resources by subject authorities.
Why games light up your hippocampus and exams do not. Quotes from researchers and speakers about gamification. Slides from the annual Moodle online conference May 2013. Full recording here: https://www.youtube.com/watch?v=02nHOIZY7V0
An Executive's Guide to Building a Culture of InnovationGail Golden
Gail Golden, MBA, Ph.D., is Principal of Gail Golden, LLC. As a psychologist and consultant for more than twenty years, Gail has developed deep expertise in helping businesses to build better leaders. In her "Guide to Building a Culture of Innovation” Gail explores the three fundamental elements of innovation programs, reviews organizational frameworks for innovation, and identifies ways to measure innovative success.
To learn more visit: www.gailgoldenconsulting.com
Transforming Time Management Learning with GamificationFrancis Wade
[Audio link - http://archive.org/details/TransformingTimeManagementLearningWithGamification]
Here is a description of the second speech I presented at the HRMATT Conference 2013 in Port of Spain.
Time management training has traditionally been avoided by most professionals: it’s consisted of an expert doling out long lists of the “perfect” behaviours to follow. Furthermore, those who do attend are known to fail after only a few days, reverting to old behaviours, and familiar results.
Time Management 2.0 calls for replacing the old one-size-fits-all model entirely; instead, the goal is to teach learners how to effect an upgrade to their time management system on their own, whenever the need arises. The best way to impart these skills is not to teach theory, but to coach learners through their first conscious upgrade during the class using new tools.
In this context, immersing learners in a number of in-class training games is an effective way to engage them immediately, while opening them up to new advice.
Attendees to this session will learn:
- how to analyze learner needs so that nothing is ignored
- how to translate needs into games that make a substantial difference
- how to learn to use technology to create games
At the end, this session will help you go back to the office and design your own learner-centred games.
21st century skills are a key requirement for any potential or existing employee to showcase. These contemporary skills are an indicator to an employer that you as an applicant are a well-rounded individual that is able to adapt and succeed in the role. In fact, employers often rate graduates who can demonstrate generic skills (sometimes referred to as ‘soft’ skills, professional skills or transferable skills) as preferential candidates as opposed to those who simply rely on academic results alone.
Explore the top 21st Century skills that employers are looking for in graduates, and consider how these skills relate to the skills, values and strengths you identified in the previous activities.
1. Collaboration
Is a skill relating to how well you:
· Work effectively as a team member
· Coordinate, cooperate and interact with others
· Contribute and participate with others
· Demonstrate ability to work effectively and respectfully with diverse teams
· Assume shared responsibility for collaborative work
2. Communication
Is a skill relating to how well you:
· Select your channel and methods of communication (e.g. face-to-face, email, phone, chat)
· Adapt communication to ensure it is professional and fit for purpose and culture
· Continuously reflect on how your communication style is perceived by others
3. Community Engagement
Is a skill relating to how well you:
· Actively engage and connect to your local community
· Effectively operate in different communities and cultural settings
· Engage and work collaboratively to make a difference in community activities with a diverse group of people
4. Creativity
Is a skill relating to how well you:
· Use your imagination and ideas to create something new
· Demonstrate originality and inventiveness
· Push conceptual and practical boundaries
5. Critical Thinking
Is a skill relating to how well you:
· Apply logic in a holistic manner
· Use criteria and reflection to measure the impact of your thinking
· Recognise that learning and thinking are ongoing skills to acquire
· measure
· reflection
· measures
6. Enterprise Ready
Is a skill relating to how well you:
· Create new work opportunities
· Gather resources to support business start ups
· Use your business skills to improve business outcomes (e.g. relationship building / networking)
7. Global Outlook
Is a skill relating to how well you:
· Understand your rights and responsibilities as a global citizen
· Value diversity and be informed about the social and political world
· Support initiatives, values and practices that prioritise peace, security and human rights around the world
8. Innovation
Is a skill relating to how well you:
· Recognise opportunities to develop and apply new ideas
· Reflect on project outcomes and revise for ongoing improvement
· Work with a future mindset and identify opportunities for continuous improvement
9. Leadership
Is a skill relating to how well you:
· Negotiate, persuade and influence others
· Direct and g ...
Are we Prepared for Scrum Master’s Role in COVID-19 Outbreak?Invensis Learning
No one was ready for COVID19! With a back to back lockdown months affecting the entire business verse globally. According to a PwC survey, 72% of respondents believe their companies will be more Agile going forward and 68% believe they will have flexible work environment to better equip in the long run.
In this regard, know how the Scrum Masters help thousands of teams all around the globe to collaborate? Do you feel that you are prepared for Post-COVID19 changes the way we work? How to deal with the disruptive changes?
#scrummaster #agile #covid19 #agileprojectmanagement #scrum #itmanagers #projectmanager
Areas covered:
1. Who is a Scrum Master and why we need a Scrum Master
2. How Scrum Master helped the teams in COVID19 to align and maximize value.
3. Why this is the high time for us to know about the role.
4. How can you be a good Scrum Master?
Who’ll benefit:
* IT Professionals
* Project Managers
* Delivery Managers
* QA and Testing Professionals
* Scrum Team Members
* Aspiring Scrum Masters
* Anyone who might be interested to know or oppose the idea all together
Speaker Profile:
Satyavrat Nirala is one of Asia’s youngest trainer and coach with certifications of CSM, CSPO, and CAL1, CAMS certification. He has been training and coaching Project management teams, Scrum teams internationally for the last 7 years. Started his career as a project technical analyst, Satyavrat has traversed through various roles in his journey including that of a self-thought coder, software team member, Business Analyst, SME, Scrum Master, Process Consultant, Project Management and Agile guide and coach and Mentor over a span of 14+ years.
For more information please visit our website: https://www.invensislearning.com/
How can technology make induction, effective, engaging and fun. A range of apps and tools are explored and evaluated to engage learners during induction
The Connected Company - Event Anders VergaderenJoris Poelmans
66% of CIOs consider efficient collaboration to be essential for value creation. The majority of information worker's tasks also require collaboration across expertise domains and organisational units and even across companies. In this session we will examine some cases, pitfalls and best practices which drive collaboration in the new world of work.
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E-MARKETING
Jeeni – M. Steve Albrecht
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2. La gamification au services de la
Gestion des ressources Humaines
Innovation? Mirage? Réalité?
3. 3
09h00 : Idées reçues, laissez vous prendre au jeu
09h15 : Effervescence ou renouveau des concepts de
motivation et d’engagement dans et au travail
09h45 : Attention aux Mirages, des risques à maitriser
10h15 : Soyez maître de vos opportunités en 5
questions clés
11h00: En perspective, à la rentrée
Agenda
9. Laisser vous prendre au jeu
10 minutes de «brainstorming»:
-> formuler des affirmations qui pour vous caractérisent les
jeux ainsi que leurs utilisations dans le monde de l’entreprise
5 minutes : répondez aux questions à main levée:
-> Vrai ou Faux
5/24/2013 Presentation Tudor 9
16. Serious Game, Gamification: Même
combat ?
- Un «phénomène» venu des Etats Unis
- Gaming can make a better world : Jane McGonigal
TED
- Utiliser le pouvoir des jeux pour :
- Augmenter l’engagement des utilisateurs
- Agir sur leur motivation
- Améliorer leur expérience
- Fidéliser les utilisateurs
5/24/2013 Presentation Tudor 16
17. Serious Game, Gamification: face à face
- Serious game (Game based learning)
“A serious game is an interactive experience with
the same characteristics of a game. It could have
different aims, like business training, educational
or social campaigns, and promotional activities.
Moreover, it reproduces real situation in which
using knowledge and acting with strategy could
help to reach a final goal”
5/24/2013 Presentation Tudor 17
- Gamification :
- “The use of game elements and game design techniques
in non-games contexts” (deterding 2011)
29. 5/24/2013 Presentation Tudor 30
Where games work best
Skills
behaviours
matrix
In role
behaviours
Organisational
citizenship
behaviours
Core
work
skills
Unique
work
skills
Expanding
work
skills
30. 5/24/2013 Presentation Tudor 31
Community serious game & HR challenges:
How can we make our organizations more
adaptable at their core? And how can HR become a
true catalyst for proactive change in organizations?
32. 5/24/2013 Presentation Tudor 33
Organising community serious games
Mobile application
development challenge Nov –
2013
Start-up development
challenge May & Nov 2013
33. 5/24/2013 Presentation Tudor 34
Organising general work-skills exploration
People Researchers Organisation using design
PROUD Master class & seminar on co-design
May 2013 Luxinnovation & Technoport collaboration
34. 5/24/2013 Presentation Tudor 35
Brainstorming and idea
selection
Co-design activities
cooperation
Solution assembly and
coordination
Team activities
Interactive activities
Contest check points
T1: Concept
delivery
T2: Design
review
T3: Solution
valorisation
Collect feedbacks
Validate solution
Build visibility
Community serious game design
35. 5/24/2013 Presentation Tudor 36
Physical
Interfaces
User
experience
Front office
availability
Back office
support &
recognition
Contest Sponsor/Admin
Phase coordination & monitoring
Participant actions
The gameplay
Evaluator
Assessment & Rewards
Community serious game management
39. 5/24/2013 Presentation Tudor 40
Listen to employee 3 expectations – 3 min each
Part 1 - HR role
I think that gamification in the organisation should start by:
_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Selected RH
challenge?
(only one)
pick an employee gamification challenge
Part 1 Report employee gamification challenge you wish to start with
40. 5/24/2013 Presentation Tudor 41
Propose an inventive solution as the HR service – 5min
Part 2 HR role
Our HR proposal:
41. 5/24/2013 Presentation Tudor 42
Expose solution to Employee – 3 min each
Part 2 - HR role
Our feedback to the HR proposed gamified experience
_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Our first prototype solution:
Collect employee feedback:
Positive:
Negative/Limitations:
Part 2 - Employee role
42. 5/24/2013 Presentation Tudor 43
Global debrief 1 min
Part 2 - HR role
- Expose the selected employee gamification expectation
- Expose the HR proposal
- Expose employee satisfaction & expressed limitations
43. … A vous de jouer, mais…
5/24/2013 Presentation Tudor 44
«Gamification is the high fructose corn syrup of
engagement» (Kathy Sierra )
44. En perspective à la rentrée…
A retenir pour les prochaines matinales
• 01.10.13 : Diversité
• 07.11.13: Performance du capital humain
Evènement proposé par INTERFORMATION asbl