The Role of Game & Digital

Media in Human Resources Development

Indrawan Nugroho, Founder & Director of Kubik Training

Presented on

Traditional Class-Room Learning:

• Long lectures with short activities

• Plenty of slides with massive contents

• Trainers focus on delivering contents

• Module design based on contents (text-book

module)

Result:

While knowledge test at the end of class may be

high, learning retention was low and lacking

workplace applications.

Result:

While knowledge test at the end of class may be

high, learning retention was low and lacking

workplace applications.

We need different approach to Class-

Room Training:

Focus on objectives, not contents.

Contents follow objective. We don't need to

teach them everything in the text book, only

what they need in meeting their work or life

challenges.

By focusing in what they actually need, not only

the learning process is focus, but also

contextually strong, thus increasing learning

retention and applications significantly.

Stimulate all brain functions

THINKING

ANALITIS INTUITING

KREATIF

FEELING

EMOSI SENSING

INDERA

WHOLE BRAIN LEARNING

Ned Herman, Brain Dominance

Result:

• High engagement during sessions

• Higher retention after training

• More likely to apply at work

CHALLENGE:

It takes 3 days and a small class of 30

participants.

Can we do it for a much BIGGER class of 500

participants in ONE day only, but still able to

achieve the same impact?

Training delivery must be ‘light’ in order to

reach the wide varieties of the masses, but

the contents should be ‘deep’ enough to

deliver the impact.

RESULT:

Effective for the masses

Strong message gets across

Emotional impacts

Retention is high

CHALLENGE:

Lack interaction, audience is passive learner, no

sense of discovery. Learning should be fun and

adventurous. It must also have a sense of discovery

and accomplishment.

Mission

Curiosity

Exploration

Discovery

Challenges

Accomplishment

Rewards

RESULT:

Engagement is very high

Retention is stronger

High Work application

Measurable impacts

LIMITATIONS:

High Production

CostsTechnical Complexities

Scarcity of Talents

Thus, it cannot be easily duplicated

CHALLENGE:

Reach the masses

Quality standardized

Easily duplicated

Delivered anytime

Low costs

ANSWER:

ONLINE LEARNING

Problem:

Solitary activity

Knowledge transfer

Linear (tyrany of 'next' button)

Learning needs to be social, because we are all social

learners.

ANSWER:

ONLINE SOCIAL LEARNING

Problem:

Not necessarily fun

Lacking motivation

How do you make OSL fun and intrinsically

motivating? One that makes you addicted to

learning, just like the way you get addicted

playing online games?

The answer lies in the question, design it with

gaming elements.

ANSWER:

ONLINE SOCIAL LEARNING +

GAMIFICATION

1. Learners have a mission to accomplish

2. Multiple levels with interesting challenges

3. Main quests and side quests with their own rewards

4. Facilitate cooperation as well as competition

5. Curating contents, group discussions, posting ideas,

commenting and ratings

6. Quizzes, essays, action-plan, real-live assignments

7. Points, badges, and leader boards, K-Cash

8. Social Media used for recognition and commitment

ANSWER:

ONLINE SOCIAL LEARNING +

GAMIFICATION