JOB ROTATION, GAMIFICATION,

STEPS FOR EFFECTIVE TRAINING

AND COACHING
-MOBASHREEN M I S /1913323036024 /DATE: 20/09/2020
 INTRODUCTION
JOB ROTATION
 OBJECTIVES OF JOB ROTATION
 BENEFITS OF JOB ROTATION
 ADVANTAGES AND DISAVANTAGES
CONTENT  KEYS TO SUCCESSFUL JOB ROTATION
GAMIFICATION
 FOUR LEVELS OF GAMIFICATION
 GAMIFICATION IN THE WORKLACE
 GAMIFICATION ELEMENTS
SEVEN STEPS FOR HIGHLY EFFECTIVE
EMPLOYEE TRAINING
CONCLUSION

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INTRODUCTION
Employees and employers have various ways to go about putting
employee skills and development into practice. The goal is to strengthen
employee’s broad range of skills like flexibility, creativity, communication
or leadership- these can be achieved by implementing employees training
and development methods. So lets see 2 methods Job rotation and
Gamification along with steps for effective employee training 3
 Job rotation is a systematic movement
of employees from one job to the
JOB ROTATION other. Job remains unchanged but
employees performing them shift from
one job to the other. This helps
him/her to understand and learn what
each job involves
It is a management approach where
employees are shifted between two or
more assignments at regular intervals
of time in order to expose them to all
operations of an organization
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 FOR FOR
EMPLOYE EMPLOYE
OBJECTIVES ES R
OF JOB MORE
UNDERSTAND
S THE
STRENGTH
ROTATION FLEXIBLE TO
HANDLE JOBS
AND
WEAKNESS OF
THE EMPOYEE
GAINS RECEIVE A
INDEPTH FLEXIBLE AND
KNOWLEDGE KNOWLEDGEA
OF THE BLE
BUSINESS WORKFORCE

GETS
MOTIVATED

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 BENEFITS OF JOB ROTATION
• Reduces monotony and repetitiveness involve in • Explore hidden talent of the employees
a job • Explore individual interests
• Develop a pool of employees who ca be placed at • Identifies knowledge, skills and attitudes
a senior level when someone gets retired or
• Motivates employees to deal with new challenges
leaves the organization
• Increases satisfaction and decreases attrition rate
• Exposing workers to all operations of the
organization in order to make them aware how • Align competencies with requirements
company operates and how tasks are performed
• To prepare workers I advance to have a wide
range of work experience and develop different
skills and competencies

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 DISADVANTA
ADVANTAGES
GES

Frequent
Avoid monopoly interruption of
work

Provides an
Reduces
opportunity to
uniformity in
broaden one’s
quality
knowledge

Avoiding
fraudulent practice Misunderstanding
among employees

ADVANTAGES & DISADVANTAGES OF JOB

ROTATION 7
 KEYS TO SUCCESSFUL JOB ROTATION
.
The purpose and objective of job rotation need to be clear an well defined. It must benefit the individual
at the end of the day

Job rotation must start with an end goal and so a proper job rotation plan has to be made so that employee
can achieve the prescribed goal

Employees are able to assess whether the job rotation is achieving the goals. Consequently, the steps in a
job rotation should be measurable and build upon each other

Both the employee and the organization need to benefit from the job rotation

A mentor, internal trainer, or supervisor/trainer has to be provided at each step of the job rotation plan so
that employee can clarify their doubts and can feel comfortable in new job area

Give feedback at every step and never forget to ask their experiences as well.
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 • Gamification is the process of applying gaming
designs and concepts to learning or training scenarios

GAMIFICATION in order to make them more engaging and entertaining

for the learner. In game-based learning events,
learners compete directly against one or more
individuals or participate individually in an
interactive experience that rewards learning
performance in some way.

• Gamification in simple words is including the game

elements and game mechanics to non-game contexts.
Whereas corporate training is a means of improving
the employees’ performance, morale, and skills, by
concentrating on their professional development.

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 FOUR LEVELS OF GAMIFICATION
.
LEVEL 1 PARTIAL GAMIFICATION

LEVEL 2 GAME BASED LEARNING

LEVEL 3 GAMIFIED LEARNING PATH

LEVEL 4 GAMIFIED PORTALS

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 EXAMPLE 1 GAMIFIED QUIZ
• The learner has to navigate through a series of
LEVEL 1 roadblocks
• Answer questions to complete challenges and move
ahead
• Gain bonuses, which gives the learner a sense of
achievement

PARTIAL GAMIFICATION

• This is the entry-level usage of gamification and can

be applied as a gamified quiz or assessment in a
traditional eLearning course. It could also be used as a
micro-challenge in a microlearning-based learning
journey.

Presentation Title 11
 EXAMPLE 2
• The approach uses a unique method for imparting

LEVEL 2 learning through a mini-game and has a learning path

GAME-BASED LEARNING
• In this case, the entire learning path is converted into
a game. It features scores, badges, and leaderboards.
format that is gamified.
• The gamified approach instills a sense of achievement
and challenge for the learners while using varied
learning formats to address different learner styles and
proficiency levels.
• The overall game involves a gating strategy in the
learning path, allowing the learners to apply what they
have learned in each section.

Presentation Title 12
 EXAMPLE 5 GAMIFIED
PRODUCT TRAINING
• This gamified eLearning course showcases features and

LEVEL 3
functions of various insurance products for learners
belonging to a unique category (children from primary to
junior high).

• Each topic in the course is a level, which the learners have

to progress through, completing challenges and earning
experience points, badges, and trophies along the way.
GAMIFIED LEARNING PATH • It also features dashboards and leaderboards to impart a
sense of social recognition in learners.
• This reflects a learning path that has challenges
aggregating to achieving proficiency at different
levels. It also features scores, badges, and
leaderboards.

Presentation Title 13
 EXAMPLE 4 GAMIFIED
PORTALS
• This is an "Induction and Onboarding" portal at EI Design that
makes use of NextGen gamification techniques.
LEVEL 4 • It integrates concepts like learning paths with microlearning, social
learning, and personalization while retaining the essential aspects
(scores, badges, and leaderboards) of the previous two approaches.
• The learning journey is broken down into microlearning nuggets
GAMIFIED LEARNING (e.g., videos, infographics, interactive nuggets, activities, and
games).
PORTALS • New-age technology, like Virtual Reality, using 360-degree images
with learning aspects creates an immersive and engaging learning
experience.
• This depicts our portal-based offering featuring:

• Personalization in the form of profile creation and

avatar selection
• Curation to create customized learning paths
• Social learning for collaboration
• Gamification in the form of points, badges,
leaderboards, and scoreboards, and analytics on
progression, and how learners can improve

Presentation Title 14
 EXAMPLE 5 A COMPLETE
GAMIFIED LEARNING
EXPERIENCE
• This solution uses a rich blend of 3D virtual environments, Virtual Reality videos,
gamification, social learning elements, personalization, microlearning, etc.

• In this game:

• Learners take on the role of an owner of a turf club

• Their mission is to build turf club assets while completing activities
• They must spend and earn money, gain badges, expertise, etc.

These 5 killer examples of gamification provide inspiration on

how we can use various levels of gamification to significantly
enhance the impact of our corporate training.

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 GAMIFICATION IN THE WORKPLACE
Many organizations are turning to gamification to improve employee engagement, productivity and reduce turnover in the workplace.

Gamification for training

An organization can use gamification in their existing or new training programs to:
 Onboard new employees
 Retrain current employees
 Teach employees about new products
 Improve staff understanding of company policies
 Increase compliance
 Teach staff about new software or technology
 Help employees upskill

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 GAMIFICATION ELEMENTS

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 BADGES AND POINTS:
Badges are usually awarded for actions the user has just completed. They offer a more visual display of achievement
than points and can be shown on profile pages or users accounts. Badges are motivation tool and did not examine a
more robust suite of gamification elements that can be used to create multiple points of encouragement to foster
engagement.

LEADERBOARD
Leaderboards are a great place to start when considering how to implement gamification elements into the learning
strategy. While they can’t exist without the points system, having a leaderboard presents a public place for recognition
and helps to consider how you want your points/badges system to work.
FEEDBACK
Feedback is anything that gives a user some understanding of progress and achievement. Games provide feedback really
well. They reward with points, unlock controlled areas, provide powerups and more – all to help the player feel that
they have achieved something. Although it isn’t the feedback that keeps them playing, it does help to give some level of
context to their progress and increasing ability at the game.

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 EXPLAIN OBJECTIVE

EXPALIN PROCEDURE

SEVEN STEPS FOR

HIGHLY DEMONSTRATE
EFFECTIVE
EMPLOYEE OBSERVE
TRAINING
GIVE FEEDBACK

EXPRESS
CONFIDENCE

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FOLLOW UP
 STEPS FOR EFFECTIVE TRAINING
The seven steps for training and
coaching employees and dramatically
improve the effectiveness of the training
and coaching, and ultimately the
performance of employees.
It’s the responsibility of the manager or
supervisor to ensure that employees are
being trained properly. If the task of
training is being delegated to an
employee, then that employee needs to
be taught the seven steps.
Here, the seven steps are taught by
giving the exercise on tying the fire
underwriter’s knot
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 1. EXPLAIN THE OBJECTIVE AND IMPORTANCE OF TASK
They taught the participants how to tie a fire underwriters knot. If this is done incorrectly on a construction
site it could result in a fire and it would weaken the insurance policy. Thus, explaining the objective and
importance of the task are essential to perform the task
2. EXPLAIN THE PROCEDURE
Using written instructions as an aid and the reference for after the training. When they taught how to tie the
knot they provided them with an handout instruction sheet, but most people can’t figure it out just from
reading and following the instructions. They’ve also handout a diagram and still people have difficulty
succeeding in tying the knot correctly.
3. MAKE A DEMONSTRATION
Demonstrating correctly how to perform the task is an essential step in having the employee then perform it
themselves.
4. OBSERVE THE PERSON IN TRAINING
They must let the person perform the task and observe them whether they are doing it correctly or not.
5. GIVE IMMEDIATE AND SPECIFIC FEEDBACK
They must Support what the person is doing well and recognize their success and achievement and must
Continue the coaching until the person gets it right.

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 6. EXPRESS CONFIDENCE IN THE ABILITY OF THE PERSON TO SUCCEED:
People have got varied levels of confidence while learning a new task. They Express their confidence
according to the needs of each person.
7. GET AGREEMENT ON FOLLOW UP ACTION
Follow-up is essential to ensure that the task or skill has applied properly on the job. When the person has
done all the previous steps and does not follow up will obviously fail in the training.
It is great to follow these 7 steps when delegating a new task or responsibility to somebody. Delegation
involves new levels of responsibility or skill development and thus training should always be considered
for successful delegation.

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 There are variety of methods that can be utilized when
designing a training. Job rotation and gamification are
one of the best training methods. Job rotation is an
interesting method, it offers an exciting and fun way to
increase interest and motivation by moving employees to

CONCLUSION different positions, departments or geographical locations

for a short period and giving them different tasks while
gamification is the process of learning that involves
different game elements that make learning more
interesting, engaging, impactful and fun! When
combining this with a corporate environment that offers
flexibility, amazing things can happen.
It is also a great to follow those 7 steps when delegating a
new task or responsibility to somebody. Delegation
involves new levels of responsibility or skill development
and thus training should always be considered for
successful delegation.

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THANK YOU!