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HRM 660 AU Technologies in Different Sectors Automation of Systems Discussion

HRM 660 AU Technologies in Different Sectors Automation of Systems Discussion

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Summary of the article

This article is about how HR can used Gamification as a hiring process and training. According to Narayanan, Polli, Gertner-Samet & Cohen (2016), “modern day HR divisions take an increasingly data-driven approach to people management, i.e., the people analytics approach” (para.2). The future is the advantage of gamification solutions which use a data-driven approach. Gamification will improve participation, get objective behavior readings, and include a blind auditions forum. They now achieve productivity recruiting, fair talent assessment, and increased retention of employees in harmony with advanced analytics and data-driven decision making. This will also support the training process, particularly due to the current COVID crisis. For example, Walmart uses the grocery employees gaming training. This article, in some organizations, is the recruiting and training process in a making.


When it comes to improvements that need to be made in Preparation for future developments, this will expand the use of technology and automation, allowing workers from all aspects of business to work, digitally communicate effectively at all levels of management and exchange ideas not just among themselves, but also with outsiders. Tomorrow’s HR teams will need to use heavily automated systems to capture, store, analyze and comprehend data from their current and prospective employees, and to create strategies that can efficiently connect to present and future employees. Another improvement will be the employee experience, where the workplace culture, engagement, and employee proposal are top priorities in the current business environment and will remain an important factor even in the future. The general benefit of gamification solution using a data-driven approach is the future (Narayanan, Polli, Gertner-Samet & Cohen, 2016, para.5). Recognizing what to expect is one thing but as the tide moves, HR leaders will also need to find out how not to be left in the sand. Continuous learning, risk-taking and networking are the strategies which will help most.


Sooner or later, businesses which do not grow will be left behind by those that do. While this refers to the implementation of a digital transformation plan that can last if it stretches beyond technology to resolve even people-centered issues.

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