Isbank Case Study

Isbank begun to operate with two branches and 37 staff in 1924. We have over 24.500 employee, 30 subsidiaries, 1354 branches and 6552 ATM’s widely spread all around Turkey, 23 foreign branch bank in different countries and 3 different banks in Germany, Russia and Georgia (24 branches in total). we are the largest private Bank of Turkey now.

We have a unique ownership structure that leads to a strong corporate culture; the main shareholder is the Employees’ Pension Fund, which represents existing and retired employees at the Board level. Therefore, employees are the key strength of the Bank. Equal opportunity and diversity are two building blocks of the Bank’s human resources policy. Ever since the establishment of the Bank, we promote, develop

We had 4 main reasons to choose gamification:

• First of all, the topic is a difficult one. Isbank has a wide range of products and services. So it is hard to keep the learners engaged. We wanted to support our employees with an entertaining learning tool. By this means, serious game appeared to be the best solution among distance learning tools, since they keep the learner motivated, totally focused on and engaged while they play games voluntarily.

• 54% of the 24.500 employees belong to the generation Y. We hire approximately 1000 new graduates every year, a generation with increasing interest in technology and innovative practices.

• The third reason is about the expenses. Isbank has almost 1500 branches all through Turkey and abroad. Classroom training would use a meaningful portion of the training budget to be allocated for travel and accommodation expenses. In addition to this, the game is reusable. It is easy to update the questions and some dynamics and features of the game. It can be used for different topics as

We prepared 300 different questions about the topic which is likely to be asked in the branches to our employees. In addition to this we wanted to improve customer service skills of our employees and to give our new employees a basic understanding of banking as well.

IsVille is designed as two modes to make the learners build a strategy in order to progress in the game: The main world and the branch bank. In the main World our employees created a business model and had a basic understanding of banking. On the other hand, in the branches they answered the questions in the branches and learned by repeating the answers.

Playing the Game:

The game was designed as two parts: The main world and the branch bank. In order to sustain a profitable business model, the players had to build a strategy, doing banking operations such as paying deposits back, training bankers or paying the fixed cost of the bank. On the other hand, players had to care about entering the branch and answer the questions asked by the customers to be able to upgrade to a higher level to compete against other players. This was the key point of the game. We designed the game on this balance to train the employees, but let them have fun playing a strategy game at the same