Organisations are populated with employees from various generations often referred to as; the Silent Generation, the Baby Boomers, Generation X and the Millennials. At a certain point in time a generation gradually leaves the organisation. Currently there is a high percentage of baby boomers employed but their exit out of the employment field is imminent due to their retirement age. There has been an influx of Millennials/Generation Y in organisations. Millennials perceive work differently from how the Silent Generation and Baby Boomers perceive work. Millennials perceive career management as a crucial process because it is more complex than just merely choosing work one desires to do. Millennials work hard in order to meet the high expectation that they set out for themselves. Furthermore, millennials are technologically advanced and have a lot to offer organisations as they able to effortlessly adapt to changes in technology. Globalisation has made the world seem smaller in that everything can now be done at ‘a push of a button’ due to technological advances. Virtual teams have become the norm for various organisations and artificial intelligence is embraced by most employers. Millennials can positively contribute towards assisting an organisation to keep up with the different technological trends.

In order for organisations to thrive in the fourth industrial revolution, new technological trends have to be adopted. Organisations have to redefine and redesign work functions in order to recruit and retain the best talent. Various organisational functions have to be automated and digitised. Gamification is one method that an organisation could utilise in order to digitise some of the work functions.

Gamification is a process of using gaming principles to a particular work related task. Furthermore, the process uses gaming principles and mechanics to promote behaviour change that leads to an increase in performance and engagement of employees. The games could focus on different aspects of the organisation that the employer considers to be crucial. The gaming element encourages healthy competition, boosts morale and promotes learning and development. Gamification promotes instant feedback, and motivates employees to attain various work related goals. HR professionals can incorporate gamifications in daily work processes such as induction of new employees and training of existing staff. New employees are able learn about the organisational principles through the gamified techniques.

Gamification could also be used for talent management processes whereby an organisation sets up a gamified technique that applicants undertake during the application process. Organisations can use gamification to test applicants’ technical knowledge and enrich the candidate with information about the organisation so that they are able to determine if the organisation matches what they are looking for. Gamification techniques used for HR processes promotes use of technology across different levels in the organisation. Different generations are able to interact on the same level and work collaboratively toward attaining a common organisational goal. Team cohesion and social interaction can also be improved through the use of gamification.

Lebohang Tsholo

HR Generalist, Johannesburg

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