A RESEARCH ON PERCEIVED SUCCESS OF USING GAMIFICATION IMPLEMENTATIONS WITHIN THE FUNCTIONAL SCOPE OF HUMAN RESOURCES MANAGEMENT

Öz

This research was conducted to understand whether there is a difference in the perception of the success of gamification implementations in recruitment, training and performance management, and career management processes in the banking sector. First of all, interviews were carried out with 7 authorities of 6 private banks which apply gamification. According to the information obtained from the interviews, banks use gamification in the recruitment process to attract interest as momentary and evaluate candidates, and increase and reinforce the knowledge of the employees with practices which takes approximately 30 minutes in the training process. In the performance management process, mostly gamification is used in 3-6 months periods, in order to increase the employees’ performance. In the career management process, gamification is applied to talent management to retain employees, when a branch or unit change is made, or in leadership academies. In the research, the use of gamification in the process of recruitment and training processes was defined as the first group owing to it yielded applied in the short term; in performance and career management has been defined as the second group, as it appears to applied in the longer term. “Gameful Experience in Gamification Scale(GAMEX)” was applied to 345 employees from two determined groups. The results show that it is seen that gamification implementations use in performance management and career management processes have a higher perception of creative thinking and activation factor than gamification implementations use in recruitment and training processes.

Anahtar Kelimeler

• Gamification
• Recruitment
• Training
• Performance Management and Career Management

OYUNLAŞTIRMA UYGULAMALARININ, İNSAN KAYNAKLARI YÖNETİMİNİN TEKNİK KAPSAMINDA KULLANILMASININ ALGILANAN BAŞARISI ÜZERİNE BİR ARAŞTIRMA

Öz

Bu araştırma, bankalarda işe alım, eğitim, performans ve kariyer yönetimi süreçlerinde uygulanmakta olan oyunlaştırma faaliyetlerinin algılanan başarısında bir farklılık olup olmadığını anlamak amacıyla yapılmıştır. Oyunlaştırmanın kullanımı hakkında bilgi edinmek için öncelikle oyunlaştırma uygulayan 6 özel bankalardan 7 yetkili ile görüşmeler yapılmıştır. Görüşmelerden elde edilen bilgilere göre, işe alım süreçlerinde oyunlaştırma kullanımında adayların anlık olarak ilgisinin çekilmesi ve değerlendirilmesi, eğitim sürecinde belirlenen konu hakkında çalışanın bilgisinin arttırılması ve verilen eğitimin pekiştirilmesi amaçlanmıştır. Performans yönetimi sürecinde çalışanlarının performanslarını arttırmak amacıyla 3-6 aylık dönemlerde oyunlaştırma uygulamalarından yararlanılmaktadır. Kariyer yönetimi sürecinde ise çalışanları elde tutmak amacıyla yetenek yönetimi faaliyetlerinde, şube ya da birim değişikliğinde veya liderlik akademilerinde oyunlaştırmanın uygulandığı belirlenmiştir. Yapılan araştırmada işe alım ile eğitim süreçlerinde oyunlaştırma kullanımı kısa vadeli uygulanması nedeniyle birinci grup olarak tanımlanmıştır. Performans yönetimi ve kariyer yönetiminde oyunlaştırma kullanımı ise daha uzun vadeli uygulandığı için ikinci grup olarak belirlenmiştir. Belirlenen iki gruptan toplamda 345 çalışana “Oyunlaştırma İçin Oyunsu Deneyim Ölçeği (GAMEX)” uygulanmıştır. Sonuç olarak performans ve kariyer yönetimi alanlarında uygulanmakta olan oyunlaştırma faaliyetlerinin işe alım ve eğitim alanında uygulanmakta olan oyunlaştırma faaliyetlerine göre çalışanlar tarafından yaratıcı düşünme ve harekete geçirme algısının daha yüksek olduğu belirlenmiştir.

Anahtar Kelimeler

• Oyunlaştırma
• İşe Alım
• Eğitim
• Performans Yönetimi
• Kariyer Yönetimi

Kaynakça

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