Gamification: If applications that are actually known from the field of games are used in another context, we speak of gamification.
The aim of this approach is to enable people to approach certain issues in a more playful way and thus to access new knowledge more easily. The gamification approach is being used more and more frequently in continuing vocational training.
The principle can be used in many ways in further education. For example, management simulations offer one way of imparting company-specific knowledge. In these, established or prospective managers can deepen their management skills in virtual business games.
In this digital scenario, you take on the role of the management and make decisions with a promising future. The advantage is that interdependencies become transparent and the consequences of decisions become very close to reality. Gamification can also be successfully used in many other areas to train employees.
It is a well-known fact that today and in the future nothing can be done in the working world without lifelong learning. Especially in industries with an above-average speed of change, this fact does not always conjure up a radiant glow on the faces of employees. The reason: learning is generally considered to be exhausting. Especially when it comes to understanding complex issues that are on the agenda. The contents of new studies, for example, legal changes and, and, and.
With the gamification principle, employers bring more momentum to in-company training. For the following reasons:
The trend study Gamification by OSCAR GmbH (in german) shows that Gamification is not too widespread across all sectors within the field of continuing vocational training. For example, because resentments exist regarding the relationship between benefit and expenditure.
The study concludes, however, that gamification offers many potentials "which, if applied correctly, can open up new ways of entrepreneurial learning and working."
The trend still has to overcome some structural obstacles, which result, among other things, from a hitherto persistent identity conflict of the concept. In the future, companies must be clear about what they want to achieve with the gamification of their processes and make sure to focus on their employees and their needs.
When people are at the centre of the concept, gamification can have a major impact on our everyday work - perhaps even revolutionise it.
For this to happen, however, a number of preconditions must be met. These can also be found in the trend study Gamification by OSCAR GmbH. Here it says:
The principle of increasing motivation by using typical elements of the game in in-company training has many good aspects. But it also involves risks. Particularly with regard to data protection, there can be problems when using gamification tools.
If, for example, apps are used in the operational area that are not intended for the corporate environment, personal data may be queried that may not be stored on servers outside the EU in compliance with data protection regulations. This exposes the user company to considerable risks of being warned.
Gamification applications should therefore comply with the applicable data protection requirements. These points must also be observed:
We live in a time in which work content is constantly changing. The tools we use are also changing rapidly. One update chases the next.
This makes lifelong learning indispensable. But for many employees it is a real horror scenario. Because learning is generally associated less with fun than with effort and hardship.
With the gamification approach, employers can get professional development out of this dark corner.
The whole thing is not only fun.
Employees can also control their own learning progress - in a results-oriented and visually appealing digital environment.
The use of gamification elements in modern learning management systems involves learners cognitively, socially and emotionally, providing an individual, motivating learning experience.