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Gamification of Business Processes of HR Management
Varis I. O., Kravchuk O. I., Zaytseva P. O.

Varis, Iryna O., Kravchuk, Oksana I., and Zaytseva, Polina O. (2023) “Gamification of Business Processes of HR Management.” Business Inform 4:189–196.
https://doi.org/10.32983/2222-4459-2023-4-189-196

Section: Management and Marketing

Article is written in Ukrainian
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UDC 005.95/.96:005.61

Abstract:
The article is aimed at studying modern HRM systems on availability of gamification function in the context of the HR business processes. Business technologies have changed the way companies do business. Companies have to adapt to changing technologies and market fluctuations, but they can’t succeed if they have an unmotivated team that doesn’t want to change. Gamification is an effective way to increase staff productivity. In addition, it has a positive effect on attracting and retaining employees, most of whom do not like routine processes, but they enjoy playing games. Gamification of the HR processes and procedures can turn a boring experience into an immersive game that takes employees to the next level. The article defines that gamification is based on many game attributes and strategies that it applies to a wide range of real business processes, transforming non-gaming experience to motivate staff actions and achieve company goals. Gamification is rapidly transforming businesses around the world, creating new ways to engage employees, expand relationships, and increase loyalty and encouragement, and leverage the motivations and desires that are natural in everyone. The existing HR processes of modern companies are analyzed and the most gamified ones are identified. Taking into account the large number of HRM systems for the needs of any company, the best ones that offer elements of the game for use in the implementation of HR processes are examined. The functioning of gamification in modern HRM systems can help increase the efficiency of the employee development process, reduce training costs and increase involvement in these training programs. The success of gamification implementation depends on the correct choice of methods and tools, as well as on the organizational culture and approach to HR management. Companies should study their own needs for new technologies, which, of course, causes close cooperation with developers of HRM systems. The analysis of scientific papers and practical activities of companies shows that the main gamified HR processes are selection, training, adaptation, motivation, performance management and staff evaluation, but there are others that require creative innovations and solutions, which actualizes further research in this direction.

Keywords: human resource management (HRM), gamification, HR processes, HRM systems.

Fig.: 1. Tabl.: 2. Bibl.: 18.

Varis Iryna O. – Candidate of Sciences (Economics), Associate Professor, Associate Professor, Department of Socio-Economics and Personnel Management, Kyiv National Economic University named after Vadym Hetman (54/1 Beresteiskyi Ave., Kyiv, 03057, Ukraine)
Email: [email protected]
Kravchuk Oksana I. – Candidate of Sciences (Economics), Associate Professor, Associate Professor, Department of Socio-Economics and Personnel Management, Kyiv National Economic University named after Vadym Hetman (54/1 Beresteiskyi Ave., Kyiv, 03057, Ukraine)
Email: [email protected]
Zaytseva Polina O. – Student, Kyiv National Economic University named after Vadym Hetman (54/1 Beresteiskyi Ave., Kyiv, 03057, Ukraine)
Email: [email protected]

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