• 16Mar

    Welcome experience design. In fact, we have been doing this for some time now. Customer experience, considering what a customer’s been living from his/her entrance to your store until stepping away from the door should be among high rankings for concepts stated out loud. Of course, for non-store structures or conceptual products, we can still focus on experience that’s not been defined that often. As the HR part, I’d like to mention and define Humane Experience.

    All employees are customers of HR departments. So, telling now what I’d tell soon, I find this approach lacking. Yes HR benefits what marketing and customer relations develop, but the relationship between an employee and company is very different compared to a customer’s. What has been experienced as an employee consists full life dependency. Yes this relationship should be sustainable and short-term perspective doesn’t work much out here, just like an employee’s; but you should know more than what directly affects the perception. You, as the HR side should get as much information as you can to predict what possibly distrupts the commitment. What each individual can be disappointed to and what prevents an employee from future plans in his/her current role and/or organization… should be your concern.

    Therefore, this should definitely be approached as an experience, there’s much to do for its measurements and design, and this experience design should be key roles of some HR people. At the moment, this does interest me. Because as a recruiter I envision possible future setups for each candidate and a serious number of them become my colleague after a time. I feel responsible for the promises I give representing my company. Possibly not many people think that this is within my direct responsibility, but a possible scene that my statement for the past events’ being out of my responsibility would probably weaken their trust. And trust, is the main ingredient, flour of cake, about an individual’s intention to stay within the organization. I believe this is as important as any technological advancement on business life.

  • 26May

     

     

    Partial memories of some terms have been flipping over my head for a long time, especially less than a year. This is nearly the time when I learnt the basics of gamification and started to see that there are paths to go rather than points, badges and leaderboards (PBLs). Of course, for creating a study process that will go for some years, I have chased the information that’ll help me define the term “gamification” from many perspectives. Now, I come to a Conclusion that this doesn’t help much. I have some reasons to think so:

    1) Gamification is an emerging and evolving concept.
    2) Chasing the terms prevents concentrating on practices.
    3) Concentrating on practices makes some approaches theorically useless. Using “useless” might be harsh, let’s define it as “less important”.

    I believe the numerous articles I’ve read about gamification’s not being a PBLs come out of this. Ok then, what expects us once we look from the outer side of the frame? We find fun there. We are urged to see motivated people, which drives us to the experience rather than editable templates. And experience can be identified only if you can compare it with other experiences. We can change details, even make changes such that the experience comes closer to perfection. And a perfect experience, with some alternatives to choose and instant feedback for the chosen alternatives with different outcomes makes that experience to be a “simulation”!

    Well, this is just driven-logic. But what I see in successful gamification models is that they serve you some tools with which you have fun. Also, they make the player live an experience and the experience itself is the key that is perceived to be fun.

    “Now, not again I’ll make a comparison with PBLs and simulated experiences, I’d rather move on and make a simulation. what I’ll do is that, I’ll Specify some objectives daily, weekly and monthly. Then, I will give points to these objectives and specify a limit for the lowest amount of points I need to collect everyday. Eventually, I’ll turn my daily life routine into World of Warcraft style Sims game. Ready?”

    Well, I actually tried this two years ago. This brought a new approach that made me to pay more attention to my daily routines, but…

    1) Writing down these routines and trying to do them felt like designing my daily life as a job rather than a game.

    2) Earning useless points did no effect on me. No, don’t say ” Give yourself presents when you take a high point.” Personal development stuff, anyone? Nonsense.

    3) It might have positive little effects, but that did not feel like having fun or playing a game.

    So, the experience failed. In some boring tasks like Searching manually among Excel cells and deleting specific kind of information, I can have fun because I do the “seek and destroy” task just like I have beers Playing Warcraft II. The feeling I get when using sychronised mouse and keyboard might be enough to perceive it as fun. So, this should be the objective as you invent and form games. I’ll tell more about the little gamified group meetings, this’ll probably be more supportive.