Gamification in human resource management through the example of Russian and foreign companies

Abstract

Aim. The presented study aims to assess the applicability of gamification methods used in human resource management processes to draw a conclusion about the feasibility of implementing such principles in the strategies of Russian and foreign companies.Tasks. The authors review the cultural aspects of the phenomenon of gamification and substantiate its essence; describe the methods and tools used in this field; analyze the examples of gamification in business, particularly in the field of human resource management.Methods. This study analyzes literary sources, articles from electronic journals, and scientific research of companies in the field of personnel management.Results. A study of the application of gamification in human resource management shows the prospects of this direction, its advantages and disadvantages.Conclusions. The use of gamification makes even routine tasks less monotonous, and employees become more involved from the early stages of their work for the company. High motivation to work, feedback, and the development of social ties lead to increased job satisfaction and, as a result, to greater productivity, fewer mistakes, less absenteeism and employee turnover. Gamification can contribute to creating a positive image of an organization, spreading the values it represents, its missions and visions among the “players”.