| Περίληψη : | This thesis reviews the growing trend of using ‘Gamification’ within traditional enterprise human resources (HR) processes and practices. As gamification quickly becomes a hot topic across a wide range of industries, business functions and academia, and now holds a place in the Oxford English dictionary, it is a concept that has been hailed as a “game changing layer" and mocked as a “useless buzzword". According to Gartner (2012), Gamification will be in 25% of redesigned business processes by 2015, will grow to a $2.8 billion business by 2016 and 70% of the top global 2000 businesses will have at least one ‘gamified’ application by 2014. Research shows that amongst the initial adopters of gamification mechanics is the corporate HR department. Pioneers within the function are working with industry analysts and gaming organizations to build gaming platforms to deliver loyalty based or game based applications for their employees. This thesis will explore the literature available to date on this new but growing concept along with the fundamentals of people motivation and engagement mechanisms and explore how it HR professionals can support the strategic goals on employee training with gamification platforms. The document begins by examining the fundamentals of people motivation and engagement. It then focuses on the mechanism of interest creation and presents the flow theory. Following this, the thesis assesses how engagement, motivation and interest affects learning and will shortly present the Fogg Model. In addition, the basis of gamification are explained by presenting the game environment, the game elements and the game design. Closing the literature review, the thesis examines the challenges that gamification faces when it comes to be applied on corporate learning and we will present the commonly used methodology of applying gamification. In the next chapters of this thesis we describe the used methods for the research and data collection. The thesis will follow the Core Attitudinal Model in order to identify how job satisfaction dimensions affect the employees’ intention of participating in corporate trainings and how the induction of gamification elements may affect these intentions. The findings indicate that game and gamification can be used in the context of training as a tool to increase the engagement, motivation and interest towards the training activities in cases that employees’ willingness to participate is very low.
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