Abstract
The study analyzes the background of gamification application. The experience of companies that use gamification for Human Resources (HR) brand development is analyzed. Highlighted the key tasks in the development of gamified projects (definition of goals and desired results, the definition of resource constraints, the definition of the composition of the players). The main elements of gamified pro-jects are studied: purpose, participants, game space, types of incentives used. According to the results of the study we obtained a classification of games used in human resource management. The following criteria for classifying gamified projects have been proposed: type of stimulus, frequency of stimulus exposure, type of rewarded action, method of performance evaluation, etc. The classification we propose forms the space of possible options in the design of gamified projects. The role of gamification as a tool to increase the attractiveness of HR brands for external and internal target audiences was substantiated.
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Melnikova, I.Y., Popov, D.G., Fokina, V.V. (2023). The Role of Gamification in Human Resources Brand Development. In: Bylieva, D., Nordmann, A. (eds) The World of Games: Technologies for Experimenting, Thinking, Learning. PCSF 2023. Lecture Notes in Networks and Systems, vol 830. Springer, Cham. https://doi.org/10.1007/978-3-031-48020-1_21
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