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In recent year, gamification has begun to invade in the educational setting. It is to train students to create an intellectual challenge, identifiable methods, and interactivity resulting from the playing. This paper will discuss further on the level of motivation of the students, specifically on intrinsic and extrinsic motivation once after applying the gamification in their learning process. Followed by which gamification elements that significantly influences the inherent student motivation when using Quizizz application. This study used non-experimental as a research design. Participating students include 63 students from Building Engineering in Kolej Kemahiran Tinggi Mara (KKTM) Sri Gading, Batu Pahat who took the course of Mathematical Engineering. The findings showed that students’ intrinsic and extrinsic motivation was at a moderate level after applying the gamification approach. While then the results of inference test using multiple regression analysis indicate that only 44 per cent of the variance in the students’ intrinsic motivation can be predicted from the gamification elements and 63 per cent of the variance in the students’ extrinsic motivation. The findings also revealed that the gamification elements used in the Quizizz application are significant in the relationship with students’ extrinsic motivation from points, level of difficulty, and avatar construct. In contrast, gamification elements also significant in the relationship with students’ intrinsic motivation from points construct. Thus, this paper will able to help instructors in creating and creatively use the gamification as one of the methods in their teaching styles, other than enhancing the students’ extrinsic and intrinsic motivation. Finally, the results and implications are discussed further for a better motivational design of gamification.

The intent of this research was to identify Malaysian Human Resource Development (HRD) practitioners' perceptions of competencies needed by HRD practitioners in organizations. The research was based on the American Society for Training and Development (ASTD) models for Workplace Learning and Performance (WLP). The purpose was to assess the perceptions of Malaysian HRD practitioners in organizations regarding the importance of competencies for human resource development in organizational contexts. This study employed quantitative, cross-sectional survey, and an existing ASTD competencies instrument. Organizations were chosen based on the Federation of Malaysian Manufacturer's (FMM) database. Data for this study were collected from 144 HRD practitioners from various organizations in Malaysia who successfully completed the web-based survey. Data were analyzed using descriptive statistics and Exploratory Factor Analysis. The findings of the study indicated that the Malaysian HRD practitioners perceived certain competencies as currently important and others as important in the future for their organization. The results were supported by a number of statistical findings with medium to small effect sizes. By using exploratory factor analysis, this study revealed that the Malaysian HRD practitioners perceived only 25 of the 52 competency items to be important. The results from this study have implications for the ASTD competency model and provide evidence that the competencies needed by employees and in organizations are changing over time.