Gamification is very effective, when adapted properly. The demand for gamification in e-learning is increasing rapidly. However, gamification can also result in catastrophic damage to learners and developers, when certain things are not factored in.
Since the concept of gamification was introduced, many companies have benefited from using it in their online training courses. From giving learners the ability to apply real-world scenarios in a carefully simulated environment to fostering competition, and bringing in an aspect of fun in learning, gamification has changed conventional e-learning.
“It’s play that makes people unafraid to fail and confident to try new things. It’s play that helps us do serious things better because we enjoy them and feel a sense of joy in our achievements.”
Developing a game isn’t easy, let alone a game that teaches. Just as there are different instructional strategies to teach different types of subjects, you need a different game for different types of training. Let us see 4 games that can be used for different types of online training programs.
“Gamification, in layman terms, is the use of game-design elements and game principles in non-game contexts.”
According to Google Trends, Gamification as a trend started back in 2010 and it didn’t take long for the corporate world to try its hand at it. Organizations around the world see gamification as a gimmick, a mechanism that can be applied to almost any training. The truth, however, is far from it. In fact it’s one of the biggest myths that gamification works for every learning situation. That said, the concept of gamification, which revolves around competition or the idea of status and achievement, works its charm if and when done rightly.
Game-based learning for safety training has reduced safety incidents and claim counts by 45%; shrinkage by 55% at Pep Boys, a retail chain.
In an earlier blog, I had written about how using game elements in e-learning can greatly improve learner engagement. Game elements, when incorporated in e-learning courses motivate learners, present challenges to them, and improve learner experience and engagement.
A number of organizations all over the world use gamification to train and educate their workforce and help them solve problems. According to MarketsandMarkets, the gamification market is expected to reach USD 11.10 Billion by 2020, at a CAGR of 46.3%. However, despite the widespread popularity, there’s still a certain population of people trapped in a trough of disillusionment, unsure of what gamification is, and what it isn’t.
“Fools rush in where angels fear to tread”
It is not uncommon for a learning initiative such as gamification to be used for the wrong reasons, and subsequently, fail miserably. Usually when something goes wrong, the impulse is to blame the delivery method – “games don’t teach”, “the effect of gamification wanes quickly”, or “gamification is just a gimmick” – ignoring the fact that the single biggest contributor to failure is undertaking the initiative for the wrong reasons.
If you are looking to incorporate game elements in your training, chances are that you have come across these two terms – Game-based learning and Gamification. These words may sound simple and be used interchangeably sometimes by designers and strategists alike, but confusing them can have serious consequences. Today, we’ll look at what these two words mean and lay them bare in their entirety for a better understanding.
Employee training is very important for the organization, and delivering an effective induction training program to new employees should be its first priority. The main purpose of induction training is to integrate new employees into the company and make them understand the systems and procedures followed by the organization.