Gamification - An EAM perspective
Gamification as a training strategy would help to
• Nurture new talent to help understand the capabilities and functioning of various Enterprise asset management packages the fun way.
• Encourage new users to learn the product quickly and to get equipped with the knowledge required to carry out their tasks and much more. The risk is they might question the status quo with the knowledge acquired!!!
• To make the transition easier for the existing users while moving from one product to another or from an older version to an advanced version.
It would go a long way in brand building, bringing down training costs, though the initial set up cost would definitely be higher.
Most of the organizations have portals through which they air their views regarding various issues which are of business interest to them ranging from what they stand for to their plans for the future. They have separate content for their employees and some for the prospective clients and general public as well. This is a forum through which gamification can be brought into help prospective clients understand the need for a tool/product which can truly further their business horizons.
Some of the key questions to be answered in the process of setting up gamification as the key way to train existing /new talent are
How does it help in nurturing new talent? How does it help new users? How does it help existing users moving to newer versions/products? There is no better way to answer these questions other than quoting the success stories of a couple of industry leaders.
Marriott (Leader in Hospitality Industry) took on to gamification by developing a hotel-themed online game which involved handling responsibilities of a manager in a hotel. The aim of the game was the user to get acquainted with the nuances of the role and has a better picture about the industry. This has thoroughly improved the way Marriott does its recruitment and also helped them in engaging their workforce.
The ERP major, SAP took to gamification by implementing MindTickle platform for their recruitment process. When compared to the predecessors the newly-gamified hires had 75% more awareness about the company and related products. The effective savings for them via employment of gamification were removing four classroom training sessions, senior management coaching time reduction by 70% and administration cost reduction by 60%. The same can effectively be applied to existing users moving from one version to another.
For all the above questions to be answered and for gamification to work and blend into an organization, every organization has to have a framework in place. To start with, a simple framework like this will immensely help.
1. Define the goal: The goal needs to be defined very clearly upfront, so that there are no deviations. In our case, it would be use of gamification as an effective training tool.
2. Build the platform in alignment with the goal: Ensure that the gamification platform built and the goal are aligned 100% before going any further.
3. Monitor change continuously: Monitor continuously the change in the system and the performance of the pupil.
4. Reward performers: Rewarding performers would ensure that the users are engaged and continuously learning and are remaining competitive.
Enterprise asset management is one area which has a lot of scope for implementing gamification as a training strategy, as there are a wide array of products available viz. IBM MAXIMO, IBM TRIRIGA, Oracle EAM, SAP PM, Infor etc.