KeikenX

The employee starts the "corporate game" when applying for the vacant position, joining/boarding the company, by participating in various trainings, projects, rotations (transfer from one "race" to another), etc. the “playing” employee acquires "skills", that enables the level progress (career path) in the corporate game.

The gaming employees use "help" from their mentors, coaches, HR partners.

Each employee competes with the rest of the colleagues in a "leaderboard", which broadcasts Employees of the Months/Year award, measures actual performance against targets and according to it gets cash "resources" (salary and bonuses).

The company benefits from the achieved goals, completed targets, retained people, etc. that generates revenue and respectively corporate profit.

The game itself ends when the employee reaches the top management position or leaves that version of game to start its new game world - the alumni experience. Both databases of competencies at the system entrance (candidates applications) and at the system exit (alumnus profiles), are great databases of competences for future employee pipeline that we think are worth to be considered and further explored in our product as other worlds of the game and product monetization.