Broadly speaking simulation is the act of imitating the action of some process or situation through something aptly similar that is created for the sole motive of personal training. From the perspective of business simulation or enterprise gamification, it can be regarded as a conglomeration of interactive game-based workshop and action-based training session that can help employees in an organization to work on thought-provoking issues in a simulated environment. Gamification of business processes helps organisations in their journey to strategic success and has striking relevance in today’s enterprise context.
SkillCube conducts simulations as interactive workshops in which each participant involves in a role-based game. The action-based learning methodology in the gamification helps to utilize theoretical knowledge in a simulated world as they run their own business in a safe game-like environment. The gamification improves engagement of the participants who become totally immersed in the learning process while having fun. Also, when they make realistic business decisions in a business simulation and immediately see the results of their actions, the important business principles become a part of their natural thinking.
Players in action-based game gain insight of the diverse business situations, how to tackle such state of affairs, and be in a better position to manage and resolve problems thereof save valuable data as well as money, and increase productivity of the organization. Action-based learning is a wonderful instrument to impart indispensable skills to employees and create shared work culture to solve the pertinent issues that generally prevail in the corporate world. They test their skills in an entertaining and hands-on simulation workshop and session that provide great experience, enticement, and a whole new level of excitement.
In a simulated environment each participant is given a role to perform. This helps them to experience the various operational skills needed to perform a task.
Participants are allotted special undertakings, authorities, and responsibilities. This power can be wielded in different situations that are interposed in the game.
Participants are allowed to discuss and make plans on how they will work in a group. This creates a sense of bonding and team building with the participants.
Facilitators intervene to further the game by providing necessary instructions, reflections, and feedback. This aids participants to acquire new business principles.
The simulation is played in multiple rounds to make real progress from one round to another. This helps participants to device intelligent solutions in similar situations.
We are an ardent follower of Krick Patrick model to deliver simulation programs, which by choice has eight fields. In this model, organizational goal is translated into a learning process. The trainers can distinguish four different levels namely organization, work situation, skills, and learning situation. These levels contribute to the effectiveness of the learning processes as they provide an advanced stimulus to properly specify the intended yield of the planned training investment. There are also four levels of evaluation for the learning processes. They are actually the mirror image of the first four levels. Their systematic completion results in practical criteria for the evaluation of the learning process. This is important to be able to visualize the results afterwards. The more practical the criteria, the easier they are to measure. The 8-field model necessitates the trainees to ask the question ‘When are you satisfied?’ in advance, and not afterwards. A better description of the evaluation criteria will enable a more focused approach to filling in the details of the learning process. Therefore, the 8-fields model is an integral part to yield maximum out of simulations.
What problem do you need to solve?
What are the Business Results you will see if the problem is solved?
How do you see your employees working, wish, after the problem is solved?
What is the desirable behaviour we would like to see?
How do you see the Transfer of Knowledge?
What actions are you going to take to create Business Results?
How will the line managers and team managers facilitate people in applying the new knowledge?
How are you going to measure the Business Results?
Who will be responsible for supporting the transfer of knowledge?
Fundamental Benefits of Simulation
Develops skills to perform a job better
While experiencing the pragmatic scenarios in a simulated environment, employees are more informed, motivated, and engaged. This boosts efficiency, sales, and revenue of the organization.
Fixes issues that are applicable in a job
While imbibing the various scenarios in a simulated environment, employees are in a position to take informed decisions. This assists in resolving issues in their job settings and speed up operations.
Unites employees into a shared culture
While knowing the methodology to deal with a particular situation, employees create a shared culture that are well prepared to face any challenge. This increases the knowledge retention of the employee.
Excites employees to attain fresh skills
While involving in gamification, employees acquire fresh skills in a game-like format that excites them and provide respite from the monotonous work. This eases the learning process and instil new skills.
Bestows hands-on managerial expertise
While pursuing simulation sessions, employees gain cross-functional managerial experience required for the industry professionals. This provide employees an opportunity to implement their skills.