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Background
Game dev teams form and disband per project, trapping know-how in individuals. The same mistakes repeated across new projects, and skill gaps between teams widened. Technical discussions lived in Slack and KakaoTalk instead of official company channels — knowledge was never captured.
Solution
Applied the P4 social learning pattern: HRD seeded initial content, then drove 30%+ field participation within 3–6 months. Gamification (rankings, badges) provided early momentum, while peer reactions became the long-term reward mechanism. Dev know-how videos, postmortems, and tech seminar VODs began accumulating on the platform.
Results
Achieved 100+ monthly social posts (P4 median) and reached content maturity Lv.2 (collaborative: SMEs contribute drafts, HRD edits). ~20% of 100 companies reached Lv.3 (distributed: field teams create and publish directly), requiring low creation barriers, field incentives, and executive sponsorship.
Insight
P4 is the hardest to reach but delivers the greatest effect when achieved. The key transition point is the move from Lv.2 to Lv.3 (distributed). At Lv.3, the HRD department's role shifts from content producer to curator, and the sustainability problem of content supply is structurally solved. Organizations comfortable with UGC, like game studios, have especially high fit for the P4 pattern.
