Simulations help employees learn


Simulations help employees learn

The corporate world has expanded to a significant extent. The processes change all the time. This implies corporates need to train their employees all the time, which can be cumbersome. The solution lies in making use of elearning programs.

The eLearning has become quite effective over time. It’s interactive through games and hence motivates the learner.

To teach employees about the software which is in demand, simulation-based e-learning is in high demand.

Doing what we learn is an important part of the learning experience. For learning and doing the learners need to process all the information gained by them. The Kolb’s learning cycle can be categorised into 4 stages which are as follows:

  1. Doing or Concrete experience 
  2. Reviewing or reflective observation
  3. Concluding or abstract conceptualisation 
  4. Planning or active experimentation 

So, through games in simulation, learners have a concrete experience as they watch the simulation. Then the reviewing or reflective observation part checks what they have learnt. So, this is how the whole cycle works.

The difference between elearning and other forms of training is that in the latter learners don’t get to do what they have learnt. So, its a waste of time making them go through heaps and heaps of data.

There are many kinds of simulations which are available for the corporate learners now.

  1. One-time Simulations: These kinds of simulations are used in courses that offer learning based on software. The users can also modify the responses they get in such forms of learning. So, they can learn the complex workings of software quite easily with such simulations.
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Since such simulations are one-shot, the learners don’t need to watch them again and again. Most of the times, these simulations are about the software or a website. They can teach the learners how to go through a website for a defined purpose. An example of such a simulation is:

  • The user can learn a certain functionality like how to fill taxes through a website. (Concrete experience)
  • The user can then fill details in the website correctly to pay taxes, so this requires some action from him. (Reflective observation).
    1. Simulations with various outcomes: The learner can also be made to go through simulations which have interactions with different outcomes. The learner can choose any response in the interaction but they have to arrive at the right outcome.

    In these kinds of simulations, the learners are shown a scenario, in which there is an altercation among individuals. So, the learners are given a situation and they have to choose the best possible outcome. So, no response is wrong, but different outcomes lead to different results and the learner gets to learn them.

    He gets to know how to make decisions in real-life based on outcomes. For example, these interactions can be built for managers to see how they react in a real-world situation.

    1. Microworlds: There are virtual 3D worlds created for the user. The user has to get in touch with this 3D world. These kinds of simulations are very useful for those learners who have to be taught about real-world rather than new software.

    So, this is how the simulations are the most effective ways to learn for today’s corporate learners who lack time and need brief action-based simulations.

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    DSLR stands for Digital single-lens reflex camera. It has a digital imaging sensor. In this kind of camera, the captured image can be viewed in the viewfinder when the shutter button is pressed. Its shown through the main lens rather than through a secondary lens, so the user knows what has been captured. 

    He was a German psychologist who is known for discovering the forgetting curve. According to this curve, the biggest decline in memory happens within 20 minutes, and then 1 hour.