Key Speaker: Dr. Pooja Jaisingh (Senior e-Learning Evangelist- Adobe)

This write-up will summarize the contents discussed during the said Webinar. It first explains the concept of Gamification before going into details about how it can best be used in the field of learning and development.


Gamification is the use of game mechanics and thinking in everyday situations in order to best derive solutions for certain problems and increase overall productivity. The concept of gamification when applied to management training programmes can thoroughly increase learning capacities of trainees. The said trainees get gaming level stimulation while also learning new aspects through its educational components.

Note of Caution

The word gamification is often used in wrong contexts. It is not a gimmick that trivializes important points. Some traditional trainers even feel that the badges, points and rewards so added are simply feel-good factors and do not serve the purpose. It is not true and nor can one assume that gamification is easy to create.

Some important points need to be considered when designing a gamification platform. Number of users must be relatively small as the end purpose is to create a sense of mutual cooperation. Competition is most effective in small groups competing in game like scenarios.

Points System

Badges, points and rewards are wedded into the system to promote a sense of confidence among the users. The points system however must be designed in such a way that it is not that easy to get them nor really difficult. Rewards must be limited but well defined with set of parameters to win them. Participants must be made to understand that failure can take place but isn’t permanent. They mustn’t get disheartened as this is a simulated environment.

Some points need to be kept in mind while devising the rewards system. They are as follows:

  • Leader-boards must be developed for micro groups.
  • Points system must be easy for all to understand so scoring methodology may be transparent.
  • Winners at each stage must be proclaimed and rewarded accordingly using token gestures.
  • Badges are best suited to reward sudden spurts of achievements, which do not fall in line with overall leader-board.
  • The final scores can be used as a powerful talent management tool as employee traits and characteristics will strongly reflect on the scoreboard.


Stories must be developed to go with the game. The characters of the story must match the real personalities involved in the corporate training sessions. The story must be detailed and properly structured with a beginning, middle passage and a conclusion. The ending must always be on positive note, the implication being that the training delivered ends with improved productivity.

Types of Gamification

Two types of Gamification exist which are- content and structural.

Content Gamification

This is the form of Gamification where game elements are specially created to stimulate a learning environment. It is multi-faceted starting form very simple to the most complex types. Mystery and challenge are added to stimulate the trainees’ interest best. Modeled on popular games, content Gamification is an extremely common platform used for quizzing. A static GK quiz works extremely well under this format.

Structural Gamification

This is more widely used as it can be used for training as well as general purposes. Corporate strategy can be brainstormed using this format.  LMSs very frequently use this as well. As this is a longer duration activity, thus points, badges and rewards need to be more generously included. A inter-corporate challenge involving not only quizzing but other talent contests can be a very good use of the structural Gamification application.


Thus we see that Gamification has several uses in the field of training and development. That is why Adobe has worked extensively on the art and investing further. Results have been successfully tested and thus Gamification will further be applied to gauge regular business solutions.

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