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Competency Improvement Plan With Gamification: eight Steps To Comply with

How to develop a skills development plan for continuing education and retraining

In short, a competency development plan depends on improving performance behavior and skills associated with job responsibility. When combined with a holistic gamification strategy, your company can leverage positive reinforcement, friendly competition, and intrinsic rewards to motivate employees at every stage of the employment journey. So let’s dive into 8 hassle-free steps to starting a competency development plan packed with the power of gamification support.

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Fundamentals of Education and Retraining: How to Address the Emerging Challenges of the Future of Work

Discover How to Cultivate Core Competencies and Build Critical Skills to Overcome Obstacles While Working Remotely!

8 steps to creating a successful competency-based learning plan with gamification

Before taking these steps to create a competency development plan that will deliver quick results, it is critical to choose the right tool for the job, namely a learning management system with gamification features, certification paths, personalized learner homepages, and robust reports. Once you have a solid LMS foundation in place, you can build an effective framework for continuing education and retraining.

1. Identify learning objectives versus outcomes

The first and most important step is to define your goals and what you need to achieve through a gamified L&D strategy. Goals are usually in the form of statements that contain measurable goals and how you want to achieve them. Results, on the other hand, are what those goals produce. For example, at the end of the training or retraining certification path, the employee should be able to perform a task, achieve higher customer satisfaction scores, etc. This will help you better align the desired behaviors and skills with your business goals and objectives (see below).

2. Align behaviors and skills with real performance

Determine which performance behavior and which competencies you need to cultivate in your playful further education and retraining program based on the performance in the workplace. For example, you can create a workflow card that highlights all of the skills an employee will need to complete their regular work assignments. These are the essential building blocks you need to maximize productivity and avoid common mistakes. Another critical factor is your team’s social and emotional learning standards. A truly effective skills development plan takes a holistic approach to talent management taking into account their psychological needs and team dynamics.

3. Discuss career paths with employees

You may already have a general idea of ​​where employees belong and how they will grow in your company, but they have something else in mind. It is therefore important to discuss career paths on an individual level and obtain valuable feedback. For example, you want to take on a leadership role, but you still need to develop key skills such as time management or strategic planning. Career paths also provide insight into the motivations, motivations, and professional aspirations of employees that you can use to customize your gamification strategy.

4. Create an incentive plan

A successful skill development plan includes the right rewards. I am not referring to monetary incentives or paid vacations, but to rewards that support the desired performance behavior and are more intrinsic in nature. Earning a badge, for example, gives employees a sense of achievement. Of course, you can also show it to your colleagues or social media groups. However, mere acquisition of this badge is enough to motivate employees and encourage them to fully engage in continuing education and retraining courses.

5. Develop resources for tie-in support

Core competencies are usually not developed overnight. Employees need ongoing support to brush up on their skills and hone new talents that are tied to job roles. You can even incorporate gamification into a JIT support strategy to track performance and increase employee motivation. For example, employees who complete the micro-learning resources in a specific skill path or department receive a badge. In this way, you can determine which employees are taking advantage of additional training opportunities compared to those who are completing the bare minimum.

6. Establish recurring certifications

Recurring certifications are one of the most overlooked forms of eLearning gamification. They may not get the same fame as badges, points, and leaderboards, but they do give employees a moral boost. Employees are automatically notified when their credentials expire so they have time to familiarize themselves and take appropriate courses. If they pass the final assessment, they will receive a printable and / or divisible certificate to show their achievements. In the meantime, your organization is making sure everyone’s skills are up to date so that you can avoid compliance violations and mitigate workplace risks.

7. Gather feedback

Career talks are just one way of actively involving employees. You should also involve team leaders and stakeholders who can provide additional insights. It is also important to get feedback from employees at different stages of the training and retraining process. For example, conduct surveys and polls that focus on your gamification initiatives. Are the rewards relevant? Is there enough variety of training resources? Does the work done justify the reward? By the way, do you offer so many incentives that they have lost their intrinsic value? Does your current incentive plan primarily support the desired results and performance? The last thing you want is to distract them with boards and spark hostility among coworkers.

8. Assess metrics to track skill building progress

This is where these robust reporting features come in. You need to be able to track individual and team progress to strengthen your gamification strategy. For example, metrics show that only 35% of your employees have earned the required certifications or badges. Or maybe there are a handful of employees who have moved up the leaderboard while the others have fallen behind (and will likely continue to do so without adequate motivation). You can dig deeper into the LMS reports to identify the cause and adjust course.

How to Cultivate In-House Talent Using a Gamification LMS

You need a learning management system that supports gamification, such as integrated badges and boards. Preferably one that also includes customizable reports so you can track employee performance and pinpoint skill gaps at every stage of the cycle. Adobe Captivate Prime’s gamification features not only promote social learning, but also healthy competition among learners. Trainers can use this system to create a successful competency development plan to achieve their business goals and to monitor competency development across the board.

Download the eBook Upskilling and Reskilling Essentials: How To Address the Emerging Challenges of the Future of Work to learn how to nurture in-house talent regardless of your budget or staff size.

eBook publication: Adobe Captivate Primeate

Adobe Captivate Prime

Adobe Captivate Prime – A full-featured LMS with a learner-centric approach

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