Rui Patricio, a Portuguese project evaluator, trainer, speaker, advisor, auditor, and also a creator of gamification tools. He received an award for one of the top 10‐innovative ideas from the "Born from Knowledge" competition launched by the Portuguese government in 2016. Prior to that, Rui held management roles at leading Portuguese and global companies (ContinueToGrow, Digital Partners, Sonae Group, Air Liquide and PKH). He took part in many consulting and training projects in Portugal, Angola, Brazil, Cap Verde, France, UK, Spain, Germany, Czech Republic, Sweden and Italy.
From now on, we are going to start a new series of articles that want to highlight some unknown features of Playoff. These features allow facing challenges and requirements, present in different projects.
This article inaugurates a series of interviews with the major protagonists of Italian and international game design.
We have had Francesco Lutrario, Professor and Head of GamificationLab of La Sapienza University in Rome, tell us about it and his projects and his vision of the gamification sector, as designer of gamified applications for the optimization of business processes in Sicheo.
We asked him in particular, his opinion on the needs that a gamification platform must satisfy, in order to give real support to developers and game designers.
Gamification is being used more and more by those companies that wish to improve different aspects of their production processes, from HR and personnel selection, to sales, to customers and employees loyalty program.
However, it may not be easy to implement a Gamification strategy inside pre-existing business processes, and many companies may not have time to develop a gamified platform from scratch or don't exactly know how to choose a ready-to-use product.
We at Playoff have some tips for you.
Discover in 5 steps how to solve your problem and choose the right Gamification platform for you.
More and more insurance companies are beginning to adopt extremely personalized policies based on the driving behaviour of the insured persons, monitored by a black box installed in the car.
In a previous article, we addressed the issue of fleet monitoring for delivery companies, but the study of drivers' driving style is also a matter of interest for the insurance world. More and more users are adpting telematic insurance solutions whose annual payment is based on the actual use of the car. Each vehicle is mapped using a GPS tracker which informs the agency of the customer's driving quality, in addition to monitoring the number of kilometers travelled during the year.
"What most affects workers’ performance is what they feel emotionally."
(William A. Kahn, 1990).
Thanks to the research Psychological Conditions of Personal Engagement and Disengagement at Work, the university professor Kahn has brought to light a new way of conceiving people within the working environment, considering them as a central element to invest on, in order to pursue a correct and effective business strategy.
Users, in their role of players, are at the center of every Gamification strategy. What are they looking for in games? What is it that entertains them?
“You can find out more about a person in an hour of play, than in a year of conversation."
The purpose of Gamification, as already seen in previous articles, is to build motivational levers, to define a model of digital user involvement.
The dissemination of game mechanics in non-gaming settings has also affected the tourism sector and its digital side in recent years. Gamification, once again, enters in the strategic process of digital creation with full rights, as capable to unify experience and engagement objectives, strengthening the results of marketing and tourism promotional campaigns.
Keeping high standard on employees driving style, mitigate costs of usury of parts and save money on fuel consumption.
These are some bets that corporates with a fleet must manage; to win these bets a change in driving style of employees is required.
To evaluate the potential of candidates, that goes beyond what is normally written on CVs, personnel selection managers are always looking for new approaches that allow to innovate the recruitment process. Many companies had to face, in these years, the challenges imposed by digital innovation and transformation, as the changes have also affected the HR sector, which has started to deal with new selection methods, such as recruitment Gamification.