1. What is simulation training?

Business owners often have little time to spare for training, even though it's critical
for the growth and productivity of their companies. The time spent training often
takes away from production and core business activities because business owners
or key employees must step away from core tasks to train. Virtual learning and
simulation training act as a bridge to close knowledge gaps while core business
activities continue.
A simulation training is a virtual medium through which various types of skills can
be acquired. Simulation training s can be used in a wide variety of genres; however
they are most commonly used in corporate situations to improve business
awareness and management skills. They are also common in academic
environments as an integrated part of a business or management course.

The word simulation implies an imitation of a real-life process, usually via a

computer or other technological device, in order to provide a lifelike experience.
This has proven to be a very reliable and successful method of training in thousands
of industries worldwide.They can be used both to allow specialization in a certain
area, and to educate individuals in the workings of the sectors as a whole, making
simulation training s incredibly versatile. It is important to emphasize that
simulation training s are not just games; their aim is to educate and inform in an
exciting and memorable way, rather than purely to entertain.

Simulated training presents users with a game-like atmosphere. In a virtual

environment, the application includes images and graphics interlaced with voice,
background music and special effects. In a live environment, scenarios are
recreated to resemble real-life situations. Typically, if users don't select the best
solution, they are remediated until they do so. With practice, learners identify
suitable solutions to practical issues and later incorporate these solutions in their
daily activities. In some simulations, the learner receives points for each decision he
makes, helping him understand the effectiveness of his decisions

Simulation-based training aims to reduce errors and cost and address knowledge
and skill gaps. Such training also can make training and assessment more
consistent and skill-oriented as compared to traditional training sessions. In its
assessment of the effectiveness of simulation-based training, Alelo Inc. found that
its trainees performed as well as or better than seasoned professionals. This is
because simulation-based exercises often allow learners to explore several

outcomes and thus get a better understanding of the scenario and available
solutions more immediately.

2. Advantage and disadvantage of simulation training

Advantages
In simulated learning, HR staff can practice activities such as interviewing
candidates, running interdepartmental meetings and completing transactional
employee processes. They even can practice handling specific employee
grievances. Apart from training newcomers, simulated learning can be beneficial for
retraining existing employees who are unable to grasp certain nuances of their jobs,
and companies can use it to introduce new practices within the company. After
employees have mastered the given task, they can apply it in their jobs. Simulated
training allows learners to address common mistakes without having to face
negative consequences of these mistakes.

Since training simulations are available based on such a wide range of different industries, and
with thousands of different aims and objectives, it is difficult to outline a specific skill-set that
will be improved by taking part in a training simulation. However, skills that every good training
simulation should build on include:

Business awareness - before participating in the training programme, many players will
have little idea of how to run a business or what it involves. Simulations allow them to
temporarily have control over a virtual company, to see whether their decisions lead them
to success or failure.

Time management and organization - most simulations contain timed sessions, which
will test the candidates skill in submitting decisions within the allotted time slot. This is
an excellent skill for any employee or graduate.

Team coordination - the majority of training simulations involve working in groups or

teams of people, improving the abilities to communicate effectively, delegate tasks and
diplomatically resolve any situations.

Problem solving - simulations will often present tricky circumstances that must be
thought through logically to be solved. Successful resolution of these shows good
management skills.

If every participant improves in these four key skill areas, the training programme will be a
success, and any business should notice an improvement in efficiency and motivation, and
students will be inspired and animated

First, participants in a simulation are able to learn through performing an action in order to get to
a certain outcome. In regular training interventions, and in the overall intervention to which the
simulation belongs, we are governed by the outcomes. But the outcome from a simulation is one

that comes from experience and not just reading, discussion, and testing. One of the essential
bases of adult learning theory is the experiential component, so we know that adults learn better
through experience. On top of this, retention of knowledge and its applications is higher with
experience.
Next, the mistakes participants make in a simulation, no matter if its a case study or a complex
flight simulator, are truly learning experiences. In other words, the outcome is not damaging to
the organization, its equipment, or is personnel. Consider high-level executive decision makers.
If this group can participate in simulations that are modeled after real-world issues, it can be free
to make mistakes, learn from them, and apply the learning before going out to the real world.
The organization will have to do less cleanup if mistakes are made in a simulation environment.
The simulation environment also provides the benefit of consistent, constant, and immediate
feedback. If the simulation is designed to offer feedback at various points throughout the
timeline, participants can take the feedback, make corrections, and move forward. Plus, if they
have truly made costly mistakes, the immediate feedback helps them right away and not when
its too late. The best part of immediate feedback is that it leads to immediate application of
knowledge. Application is, like experience, a major component of effective adult learning.
On the lighter side, a well-designed simulation can be an enjoyable, exciting experience for both
the participants and the moderator. This benefit essentially serves two purposes. First,
organization can use the enjoyable application of knowledge as a marketing and promotional tool
for the training program and the training organization. Consider how perception might change if
potential clients are drawn to the possibility of real-world simulations in training. Second, adult
learning theory also tells us that participants increase retention if theyve had a good, enjoyable
learning experience. As we can see, many of the benefits of simulations simply lead to better
retention and application of knowledge.
Disadvantage

There are two big disadvantages to performing a simulation as well. The first
of these disadvantages is simulation errors. Any incorrect key stroke has the
potential to alter the results of the simulation and give you the wrong
results. Also usually we are programming using theories of the way things
work not laws and theories are not often 100% correct. Provided that you
can get your simulation to give you accurate results you must first run a
base line to prove that it works. In order for the simulation to be accepted in
the general community you have to take experimental results and simulate
them. If the two data sets compare, then any simulation you do of your own
design will have some credibility.

The other large disadvantage is the fact that it is a simulation. Many people
do not consider what they do engineering unless they can see, hear, feel,
and taste the project. If you are designing a light saber a typical engineer
needs to be able to hold the light saber in their hand in order to consider the
project worth his or her time. If you are capable of moving your craft into
the virtual world of simulations you are no longer restricted by little things
like reality. If you want to design a light saber in the virtual world it is not a
problem, but in reality that is another matter all together. The virtual world
is difficult to get use to the first time you use it for design, but after that the
sky isn't even your limit.

Simulation-based training outcomes cannot replicate peoples reactions in actual

environments. The games or scenarios created in simulations can be only as
thorough as the creators experience and imagination, and while the simulation can
contain a good number of options, the list is never exhaustive enough. If the
training is in a virtual environment, trainees may not have access to a trainer for
clarification of task or skills. Also, these learners must be computer literate to use
the system effectively. Furthermore, poorly designed programs can be boring and
result in poor absorption and retention of concepts.

3. Types of simulation training

4. Application of simulation training