PhD Student in Human Resource Development Texas A&M University
Abstract: Since being coined by Nick Pelling in 2002, gamification has been the center of research in a plethora of disciplines: marketing, tourism, education, and the health sector. But the problem is that within the area of employee training, little to no research has been conducted. Furthermore, some claims and beliefs about gamification have further undermined the effectiveness of employing it. In this conceptual paper, I present and discuss the advantages and disadvantages that arise from utilizing gamification within employee training programs and the impact that gamification has in other areas of human resource development (HRD for short). The conceptual method was selected to present a new concept that is not very familiar or heavily emphasized on within the field of HRD, being here gamification. The advantages discussed revolved around increasing engagement and interest of the learner, social interaction and teamwork, and presetting real-life situations in training to help the learner become familiar in the workplace. Disadvantages discussed revolved around gamification excluding some segments of learners due to age and interest, and the factor of social comparison leading to discouragement of ability and performance. Affected areas in HRD discussed were organization development and career development.
