Gamification as defined by Wikipedia is the use of game thinking and game mechanics in various non-game contexts like learning, marketing, customer management and employee productivity. This article shall focus only on the learning domain and discuss various ways to use gamification to successfully impart education and train the employees of an organization.
Training the employees of a company or organization to make them understand its timely objectives and introducing them to the ways it operates is very essential to increase productivity and achieve desired results. Gamification has been extensively used in this regard, while proving to be a game changer for many and a sheer loss of time and investment to a few. To explain these varied results, we must first understand the objectives of including gamification in the learning modules of these companies to educate and train their employees.
It is seen and proven that using gaming techniques, learning can be made more engaging and fun when compared to the traditional teaching methods. Gamification includes insightful learning modules that are backed by loads of innovative ideas, interactivity, engagement, rewards and a social interface. These learning modules kindle a sense of competitiveness in the learner’s mind and keep him hooked. While the learner is performing his best, competing with his colleagues, having fun, receiving rewards and sharing his success; he is also constantly learning, competing again and encouraging others to do the same.
So what exactly can go wrong that many companies fail to utilize the many advantages gamification has to offer? The answer is a lack of better objectives and/or successful execution. A lot of them are unaware of the plethora of opportunities and new avenues gamification can open up for them and hence plan too little or plan in the wrong direction. On the other hand, a few, though aware of the multifaceted advantages of gamification, fail in its execution. Be it providing learning modules on a regular basis or failing to bring in innovation, they miserably fail to catch up either due to lack of resources or financial constraints. So here is a list of things to bear in mind while introducing and designing game based learning modules to ensure their long lasting success and positive influence on the workforce.
• Placing your employees in a competitive arena and asking them to rat race with each other, fighting for medals and rewards is not the objective of gamification. Though a healthy competition should exist, the focus should be more on building an efficient team rather than creating and feeding narcissistic and self-absorbed employees.
• To make this happen there should be enough room for interaction between themselves. Providing them with a social platform to share their success and secrets to success helps in building a team that is a pool of diverse talent from inside, but a singular and distinct strength on the outside!
• In addition, the rewards should be more insightful and have an emotional value for the employees rather than being just being a bunch of lousy medals and trophies which eventually lose their material value and seem pointless to compete for.
• The very objective of gamification is to bring in new ideas, attract the learner and keep him obsessed with learning. Thus a crisis for new ideas and innovation should never originate or exist. Newer and improved learning modules, newer technology, newer concepts, simplification, interactivity and engagement should always be the prime focus while designing these learning materials.read more
In case you are in charge of a company-wide education, orientation and training, you will be well-aware of the challenges associated with employee training. You will be making a mistake to think that it is simple to design a course and ask different employees to sign up. You will come across pacing issues and scheduling considerations. You must take into consideration the aspects of availability and location as well. Above all, you need to consider the competency level and skills of the employees.
This is the reason that innovative eLearning development courses have come to the rescue. Whether it is about the new employee orientation or the job training, you can enjoy wide array of benefits as well as applications. Gone are those days when job education and job training required employees to sit in dark conference rooms, read books and watch the video tapes. ELearning offers different interactive and innovative solutions, where each of them is designed to engage employees while they acquire knowledge and skills required to perform.
Benefits of Innovative Elearning Development Courses:
Elearning development offers plenty of applications and benefits. Whether it is about familiarizing the new employees with company regulations and rules or training the existing employees on particular job related skills, elearning help discover different ways to facilitate the process of learning.
• Convenience: One of the biggest advantages of elearning courses is the convenience. With elearning development, employees are not tied down to a single training location and you need not worry about fitting everyone in the same seminar schedule. The resources can be accessed remotely, making them great tools or employees in different locations or different work schedules.
• Interactive: Experience and interaction are two of the major ingredients in learning and this is what makes e-learning a useful tool in the process of development. Elearning offer unique ways to help interact with employees all through the learning process. Use of interactive video games, 3D environment, and audio clips can help you create an interactive and unique learning environment.
• Tracking Progression: When your company implements the process of innovative elearning development, you are offered an easy and quick method of tracking the employees. Most of the eLearning programs offer methods to track progress of the employees. Most of the eLearning programs offer analysis and reporting tools. This is one of the best ways to view development and advancement of the employees.
• Cost-Effective: Elearning can cut training costs. The courses are customizable, meaning that you can target the specific employees and specific areas. This helps in streamlining the entire process. One of the biggest benefits associated with eLearning is adaptability. The resources and tools can be adjusted to meet the unique training needs, allowing you to discover new ways to streamline the learning process, reach your employees and cut costs.
As you can see, these are some of the major benefits of innovative eLearning development courses that have increased their popularity all the more.read more
Most organizations whether of academic nature or business oriented know that knowledge management is crucial for gaining insights and staying ahead in regard to coping up with emerging trends or for setting trends. But while knowledge management is so crucial a part of any organization’s makeup knowledge by its nature is often elusive and that is precisely the most difficult block for knowledge thinkers to pave a concrete path for managing knowledge. Managing knowledge is often difficult because defining knowledge in tangible body of deliverable is impossible yet the management principles demand at least a conclusive and comprehensive framework that can fairly restore knowledge and expertise as a treasure for the respective organization.
In the recent years there have been considerable buzz about the eLearning as a great tool for knowledge management though there are both admittance and disagreements to this notion. Many experts and distinguished scholars agree that organizations need to focus on registering and restoring their laboratory derived research findings, practicing principles from their strategists and day to day collaborative insights derived from brainstorming in workplace. This multifarious knowledge and insights comprising diverse contributions from individual workforce is a knowledge treasure of an organization that can be further put into practice or research to stay ahead of competitors in the market. Now eLearning module for internal training or workshops in an organization can register this body of organizational knowledge and deliver it to learners. Thus knowledge management in eLearning offers a giant and interactive area for managing organizational knowledge.
Furthermore, when delivering knowledge to the learners a modern interactive learning system always offer scopes for further thought culture and brainstorming on any knowledge or expertise areas and thus the learning module itself can help producing new insights and patterns of thoughts. This is precisely the way eLearning can actually prove to be an extensive and rigorous tool for managing knowledge and creative derivatives from it. ELearning sharing state of the art tech space and offering flexible diversified learning modes are more successful in engaging workforce and giving vent to their intuitive and creative spurt. This boost in intuitive thinking results in new breakthroughs and innovations that foster growth and new business dynamics. Thus eLearning can be a great vehicle for managing knowledge to deliver future business milestones and innovation landmarks.
Typically knowledge management value chain are made of four principal aspects, respectively as determine strategic knowledge needs, consider and assess knowledge gap, address the knowledge gap and finally, categorize and apply knowledge to practical ends. These principal elements in a knowledge management process can be appropriately represented and most successfully put into practice by eLearning modules. By and large every aspect as mentioned above implies a rigorous approach to the process of knowledge management in an organizational perspective.
There are several factors pertaining to the growth of eLearning content development in the corporate sectors for knowledge management. First of the fast changing technological space and increasing rate of innovation that constantly making the yesterday’s knowledge backdated and demanding new ground-breaking approach. Facing this overwhelming dimension of change and transformation eLearning as a tool for knowledge management or corporate training must undergo an array of changes in its approach and practice.
If higher frequency and rate of change in the transformation of expertise and industry oriented knowledge is a big challenge for the eLearning (http://en.wikipedia.org/wiki/E-learning) to cope up in business sector, then there are also some great advantages that the emerging technological space is offering to corporate learning and knowledge management. For instance, thanks to proliferation of mobile devices and increasing acceptance of BYOD principles in workplaces now business training has become easier and non-location specific. The workforce can continue learning beyond their offices or workstations through their personal devices and eLearning apps.read more