CHARACTERISTICS OF GAMIFICATION WORKING WITH HUMAN RESOURCES: PHILOSOPHICAL ASPECT

Introduction: This paper examines the current situation with companies in the market and examines the need for such companies to make a qualitative leap in competitive strategy, because the dynamics of social processes requires continuous technological and ideological development of the HR departments are responsible for dealing with personnel problems in the organization. The modern concept of "lifelong learning" represents necessitaty of including in the process the development of postgraduate educational path specialist.

Materials and methods: For better understanding, the role of gamification is needed to be defined, so the article also analyses the current state of the theory of gamification and main approaches to its interpretation. The article provides an overview of the discussions that unfolded in the last two decades around the phenomenon of gamification and the legality of its inclusion into scientific use. The authors insist on the distinction between the concepts "game" and "gamification". Gamification is treated as a special principle of social practices in contrast to "pure" game as self-contained, offline activity. Regardless of extra features, the game itself is not peculiar to the pragmatic, utilitarian character. In other words, the goal of the game lies within the game itself and could not exist outside it, while the goal of a gamified activity is always set to practical goals.

Results: Such a leap could be made possible in human resources by introducing gamification, which is proven to provide a significant improvement in performance with HR services in the enterprise. We conducted research to see the connection between gamification and the four types of games considered by the theorist R. Caillois such as «agon», «mimicry», «illinx», «alea». These four applications of gamification both have advantages and disadvantages which have been identified.

Discussion and Conclusions:  The findings make a conclusion on the applicability of these practices and their role in HR services.

gamification, game, manpower farces, HR, alea, agon, mimicry, illinx

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