Simulation training is a method many companies have adopted to help give trainees a realistic feel of the job. Simulation training is a staple in the military. We use simulators in all of our new pilot training, war training, aircraft repair, and also medical training.
HR professionals can objectively determine the value of simulation training by uses feedback tools and surveys from the trainers and the trainees. Feedback derived from such measures enables an organization to refine its standards, objectives, and targets; to track gaps and deviations; and to compare performance between employees (Rachman-Moore & Kenett, 2006). This information can help us upgrade the training or get rid of it and go in another direction if needed.
One of the problems with simulation training is that it is a simulation, and the environment is controlled. There are no variables that could hinder the trainee from making on the fly adjustments to specific problems in real-life situations.
Simulation training can be used in succession planning by looking at individuals who performed well under pressure for leadership and other positions. Simulation enables students to understand the implications of mapping human resources in terms of organizational and administrative decisions such as compensation, incentives, promotions, recruitment, and selection needs (Rachman-Moore & Kenett, 2006). You can get a great deal of information on your employees and their capabilities, especially for future company hires.
References:
Rachman-Moore, D., & Kenett, R.S. (2006). The Use Of Simulation To Improve The Effectiveness Of Training In Performance Management. Journal of Management Education, 30(3), 455-476. Retrieved from https://search-proquest-com.ezproxy.trident.edu/docview/195708376?accounid=28844
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