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L'behavioural incentive is one of the ways in which companies can optimise the personal and human skills of their employees in the workplace. The concept, modelled on Nudge, is currently popular with HR. It is coupled with artificial intelligence in Fifty's behavioural workplace training.
Behavioural incentive is a practice derived from Nudge, literally translated as 'nudge'. The latter is a theory developed by the 2017 Nobel laureate in Economics, Richard Thaler, and which applies mainly in the context of behavioural economics. According to Thaler, people's choices and behaviour are influenced by what we see and hear around us.
The concept focuses on "gently" encouraging the adoption of a beneficial change in a person's behaviour, helping them to make decisions as a citizen, consumer, patient, etc. In essence, the principle is to demonstrate to the individual that their choice is right and that they are making it freely, both for their own good and that of those around them. This method has also proven its effectiveness in managing social problems such as incivility, in correcting bad habits of citizens, etc.
Recently, human resources managers in companies and organisations have also taken up this method. In particular, they have included it in their strategies to improve the quality of working life of employees, but also with the aim of optimising their professional and interpersonal skills. The boost in thebehavioural incentive However, to be effective, the nudge must be visible, identifiable and optional. For this reason, nudges are sometimes customised according to the needs and objectives and the strategy devised by nudge specialists.
Fifty offers training based onbehavioural incentives that perfectly combine the principles of Nudge with the possibilities offered by artificial intelligence. Fifty's training courses are designed to meet the needs of companies wishing to help their employees in the process of developing human skills or behavioural anchoring in the workplace.
In the form of AFEST (Action de Formation En Situation de Travail), the training is based on the realisation by the participants of micro-actions. These are included by the AI in a personalised course according to the needs and objectives to be reached by each person. In other words, the platform proposes a list of actions to be carried out on a daily basis, and the AI takes care of designing an individualised course according to the selected actions. The programmes take into account both the technical and human skills of the learners, with the aim of improving both.
It is obvious that the participants will be fully involved in their course. Although offered online, the training action requires full involvement of the learners if they are to achieve satisfactory results. Especially since the programme including thebehavioural incentive The programme, including the course, focuses more on practice than on theory. Finally, it is worth mentioning here that changes in behaviour and habits, both at personal and organisational level, will be measured in real time and anonymised. This will allow the AI to adapt the actions to be carried out according to the progress in the course.