It seems like a good idea. Let students, interns, new employees and staff play games during teaching sessions to teach them new skills, expand their knowledge and make learning easier. All they have to do is play the game and throughout the game they will learn all about the subject. They will be smarter, better at their jobs, enjoy the work environment more and become a better team in the process.
The question is does it work? Is all the time and effort spent on designing a game which can engage game participants while instructing them on a particular topic really worth the time, money and commitment it takes to make it a reality?
Game-based learning can be used to reinforce knowledge gained through other means. Participants who learn through gameplay only have a limited understanding of the theory behind the skill or action used for success in the game. This can lead to poor implementation in real life situations.
To use game-based learning to best advantage it is important to understand that there must be a way for the participants to gain the knowledge necessary prior to playing the game. Participants who do not have the information available to them will find the game unfair, boring and/or unuseful.
Game-based learning is not new. In fact it has been used for centuries. For example Chess and Go were games used to teach military tactics and strategy, games have been used to teach math skills, spelling and memorization of facts. Recently technology has been used to produce simulators which are used to simulate machinery and how the controls affect the environment.
Examples of simulated reality game-based learning are pilot training, surgery and military training. These are all high risk activities which require expensive equipment and complicated skills to perform correctly. Using simulators in these cases is less expensive and safer for trainees.
5 questions to ask before developing game-based learning system
Before a business embarks on developing a game-based learning system for their companies it is valuable to determine if it would be valuable in the first place. Game-based learning is described as a fun and easy way for participants to learn new subjects, lower failure rates and improve retention of employees.
This sounds great until it is discovered what it will cost, how long it will take to implement and run and how often it needs to be updated. Before venturing into the game-based learning wilderness it is important to consider:
What problems are to be solved with game-based learning
Before any work on the game-based system is done the problem needs to be described. Without having a solid understanding on the problem the game will be either inappropriate or ineffective. Game based learning is used in a variety of situations from better onboarding, skill mastery and knowledge retention/recall.
Analyze what your main business goal is prior to determining what type of system you want to implement. To reinforce basic knowledge of how a business works, what it feels is most important and what its culture is like is vastly different than reinforcing skills needed while performing the duties of the job.
Once the goal has been determined, break it into small sections which can be taught in 10-30 minutes. Not all sections need to be reinforced with game-based learning but tag those which make the most sense.
What are the resources are necessary to run the program
Like any other program, game-based learning systems require resources. The resources required will depend on the methodology used. Computer based gaming systems require more resources in development and updating than physical systems which use paper and tokens. Team based games usually require large open spaces where teams can meet, discuss tactics.
Other resources like training personnel, game developers and evaluators will also be needed in the implementation of the game. Before spending time in development, determine what resources are available and what the expected return will be in the short and long term.
How much will the system cost to develop and administer
Time and resources cost money. Paying staff to develop a game-based learning system can be expensive or low cost depending on the methodology. Again computer based systems can be very expensive to implement and maintain whereas simple games which help with memorization of facts or math skills can be produced cheaply and require little or no maintenance.
The cost of the system should mirror your need to solve a business problem. The need to lower attrition has a higher value than the need to encourage social interaction of employees. Before committing to development of a game-based system consider the cost and benefits over the long run.
How often will the system need to be updated to keep it relevant
Everything changes. Group dynamics, business goals and the job environment can lead to the need for altering the games designed for your business goals. If computer simulated games are used then changes in the computer system, the machinery itself and improvements in the simulator all require updating of the game-based system.
Consider how often the system will need updating. Are there yearly updates which require alterations or are the updates more often. Is it a simple job of changing some of the answers in the game or does it require reprogramming of a computer simulator?
What resources available for developing and administering the system
Development and administration of a game-based training system will require knowledgeable people to determine the important skills and knowledge to include in the game to succeed in achieving the business goal.
To ensure the training system will achieve the business goal intended, the skills and knowledge which will lead to success will have to be identified, described and prioritized before the game is developed.
Administering the game can be done by a variety of people, depending on the technical skill needed and what skills are needed to learn. For example training on a fighter pilot simulator needs qualified pilots to administer the game as it will require understanding of the skills needed to succeed but administering a game of Jeopardy does not have any particular need for specified knowledge of the topic.
The effectiveness of game-based learning
There are many studies done to show the effectiveness of game-based learning. Unfortunately they have mostly been biased towards the organization which paid for the study. This is to be expected so any results from any individual study should not be treated as truth.
The study entitled “Digital game-based learning: Impact of instructions and feedback on motivation and learning effectiveness” did a good job of analyzing the various studies to determine that most essentially showed limited benefit from digital game-based learning.
Most study design was without a control group and only considering pre-game tests and post-game tests. The resulting data consistently showed an increase in students’ knowledge and understanding of the topic of choice. This is to be expected but cannot be used to compare different teaching styles as the control group for alternative teaching styles was not tested against.
With that said, game-based learning has been used to reinforce knowledge taught to students with good success. Some studies show an 80% improvement in retainment of information using game-based learning which indicates that it is a good method of reinforcing learned information. It may not be better than other methods but it is a valid teaching choice.
Another consideration is how effective game-based learning will be in solving specific business problems. Providing a game-based learning system for onboarding new employees may make the process less tedious by providing facts in a fun and interesting way.
Providing training on machinery which is necessary for the job where skill attainment is required can lower stress and provide the trainee with confidence when using the machinery in real circumstances.
The bottom line
Essentially it is up to the employer to decide whether game-based training will be valuable to the business. It provides a variety of options for training employees, can be used to lower attrition by providing social interaction with other employees, departments and management levels and may help employees retain knowledge necessary for the jobs.