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iThis second edition of Developing Organizational Simulations provides a concise source of information on effective and practical methods for constructing simulation exercises for the assessment of psychological characteristics relevant to effectiveness in work organizations. Incorporating new additions such as the multiple ways technology can be used in the design, delivery, scoring, and evaluating of simulation exercises, as well as the delivery of feedback based on the results, this book is user-friendly with practical how-to guidance, including many graphics, boxes, and examples. This book is ideal for practitioners, consultants, HR specialists, students, and researchers in need of guidance developing organizational simulations for personnel selection, promotion, diagnosis, training, or research. It is also suited for courses, workshops, and training programs in testing and measurement, personnel selection, training and development, and research methodology.ii iii

Background Inadequate non-technical skills (NTSs) among employees in the Norwegian prehospital emergency medical services (EMSs) are a risk for patient and operational safety. Simulation-based training and assessment is promising with respect to improving NTSs. The frequency of simulation-based training in and assessment of NTSs among crewmembers in the Norwegian helicopter emergency medical service (HEMS) has gained increased attention over recent years, whereas there has been much less focus on the Norwegian ground emergency medical service (GEMS). The aim of the study was to compare and document the frequencies of simulation-based training in and assessment of seven NTSs between the Norwegian HEMS and GEMS, conditional on workplace and occupation. Method A comparative study of the results from cross-sectional questionnaires responded to by employees in the Norwegian prehospital EMSs in 2016 regarding training in and assessment of NTSs during 2015, with a focus on the Norwegian GEMS and HEMS. Professional groups of interest are: pilots, HEMS crew members (HCMs), physicians, paramedics, emergency medical technicians (EMTs), EMT apprentices, nurses and nurses with an EMT licence. Results The frequency of simulation-based training in and assessment of seven generic NTSs was statistically significantly greater for HEMS than for GEMS during 2015. Compared with pilots and HCMs, other health care providers in GEMS and HEMS undergo statistically significantly less frequent simulation-based training in and assessment of NTSs. Physicians working in the HEMS appear to be undergoing training and assessment more frequently than the rest of the health trust employees. The study indicates a tendency for lesser focus on the assessment of NTSs compared to simulation-based training. Conclusion HEMS has become superior to GEMS, in terms of frequency of training in and assessment of NTSs. The low frequency of training in and assessment of NTSs in GEMS suggests that there is a great potential to learn from HEMS and to strengthen the focus on NTSs. Increased frequency of assessment of NTSs in both HEMS and GEMS is called for.

In recent years, virtual reality training technology (VRTT) has been considered by many scholars as a new training method instead of traditional training (TT) to reduce unsafe behaviors ascribed to construction workers (CWs) and corporate accident rates. However, in this process, a conflict of interest arises among the government, construction enterprises (CEs), and CWs. Therefore, this study introduces a quantitative research method, the three-party evolutionary game and creatively combining them with the product life cycle (PLC) to solve this problem by analyzing the equilibrium and evolutionarily stable strategies of the system. Finally, collaborative players’ decision-making behaviors and their sensitivity to critical factors are examined. This paper will illustrate these in each stage through numerical simulations. The results of the study indicate that the government plays a dominant role in the VRTT introduction stage. When the government gives CEs appropriate subsidies, CEs will eventually realize the importance of VRTT for CWs. Then the government will gradually reduce the amount of the subsidies in this process. In addition, we also find that the continually high cost will lead to negative policies by the government, which requires the active cooperation and attitude change from CEs and CWs. Ultimately, the government, CEs and CWs adopt the best strategy in the evolutionary process to facilitate the promotion, application and sustainability of VRTT in the construction industry.

Objectives Training is regarded as an important component of occupational health and safety (OHS) programs. This paper primarily addresses whether OHS training has a beneficial effect on workers. The paper also examines whether higher engagement OHS training has a greater effect than lower engagement training. Methods Ten bibliographic databases were searched for pre-post randomized trial studies published in journals between 1996 and November 2007. Training interventions were included if they were delivered to workers and were concerned with primary prevention of occupational illness or injury. The methodological quality of each relevant study was assessed and data was extracted. The impacts of OHS training in each study were summarized by calculating the standardized mean differences. The strength of the evidence on training's effectiveness was assessed for (i) knowledge, (ii) attitudes and beliefs, (iii) behaviors, and (iv) health using the US Centers for Disease Control and Prevention's Guide to Community Preventive Services, a qualitative evidence synthesis method. Results Twenty-two studies met the relevance criteria of the review. They involved a variety of study populations, occupational hazards, and types of training. Strong evidence was found for the effectiveness of training on worker OHS behaviors, but insufficient evidence was found of its effectiveness on health (ie, symptoms, injuries, illnesses). Conclusions The review team recommends that workplaces continue to deliver OHS training to employees because training positively affects worker practices. However, large impacts of training on health cannot be expected based on research evidence.

In this study, we show that virtual reality (VR) behaviometrics can be used for the assessment of compliance and physical laboratory skills. Drawing on approaches from machine learning and classical statistics, significant behavioral predictors were deduced from a logistic regression model that classified students and biopharma company employees as experts or novices on pH meter handling with 77% accuracy. Specifically, the game score and number of interactions in VR tasks requiring practical skills were found to be performance predictors. The study provides biopharma companies and academic institutions the possibility of assessing performance using an automatic, reliable, and simple alternative to traditional in-person assessment methods. Integrating the assessment into the training tool renders such laborious post-training assessments unnecessary.

High staff turnover is a widespread issue across nearly all hospital departments, often exceeding 20% annually. This constant flux disrupts continuity of care and creates a recurring challenge: how to rapidly integrate new employees into complex clinical environments, both physically and functionally. Traditional onboarding methods struggle to meet this demand, particularly in services operating 24/7, such as emergency departments (EDs). This formative study presents the design and implementation of a web-based 3D gamified simulation platform aimed at improving staff onboarding in clinical environments. The paper outlines both the technical architecture-with guidance for hospital IT departments-and the acceptability and usability for permanent staff, who play a key role in ensuring onboarding continuity. We sought to assess whether such a tool could be autonomously managed and well received by health care professionals. The intervention consisted of 2 linked components: a real-time, browser-based 3D simulation replicating the hospital's ED and a web-based quest editor allowing nontechnical staff to update training content. The system supports self-paced onboarding through location-based tasks, object searches, quizzes, and simulated staff interactions. Two preliminary usability studies were conducted: one with 37 ED staff members testing the 3D simulation and another with 9 users exploring the quest editor. Feedback was gathered through anonymous questionnaires and a descriptive analysis. Early results showed high feasibility and acceptability. Among 3D simulation testers (n=37), 90% (33/37) found the tool helpful for understanding the department's structure, and 81% (30/37) believed it would be useful for new staff. The inclusion of personal anecdotes and gamified tasks was viewed as engaging and motivating. The quest editor (n=9) was positively rated by 91% (8/9) of users, who appreciated the ability to autonomously update content without IT support. These findings support the dual promise of the platform (ie, pedagogical flexibility and technical sustainability). This work demonstrates the feasibility of a gamified simulation platform designed for high-turnover clinical environments. It highlights both the operational deployment framework and the early acceptability among key staff members. While further validation with actual new hires is needed, this formative study shows promising potential for generalization beyond emergency care. The modular and editable nature of the system makes it a viable solution for scalable onboarding in other hospital departments.

Purpose The purpose of this study is to explore the potential contribution of the metaverse to improve training and development as a function of human resource development (HRD) perspective. The authors explore the benefits and challenges of the metaverse and introduce cases of companies using the metaverse in training. Design/methodology/approach A narrative literature review was conducted to collect information on the metaverse in training. The authors reviewed peer- and non-peer-reviewed articles, book chapters, white papers, corporate websites and blogs and business magazines. Findings A total of 75 articles were reviewed, including 14 cases, which were summarized to demonstrate how companies are applying metaverse technology in training contexts. For a more in-depth review, three cases were selected and summarized in terms of context, process and outcomes. Originality/value The metaverse is an emergent topic in HRD. It has the potential to revolutionize the functions of training and development through the combination of advanced technologies, including virtual reality, augmented reality and mixed reality. This article is the foundational attempt to provide a comprehensive summary of existing literature and case studies that highlight the potential of the metaverse in training within the context of HRD.

The paper deals with the possibilities of using Virtual Reality in the training and safety of enterprises active in the raw materials industry. It examines the influence and impact on their employees. The main impetus for starting research in this area has been a need for more use of the full potential of Virtual Reality in the industrial sector. Virtual Reality (VR) has become a promising education and employee training tool. It provides an immersive and interactive learning environment, allowing users to engage with simulations, scenarios, and simulations in real time. VR can facilitate the acquisition of practical skills, help learners retain information better, and foster the development of soft skills, such as communication, teamwork, and leadership. The paper is divided into the following sections. The first two are devoted to the introduction to the issue and a review of the literature. The materials and methods section describes the possibilities of using photogrammetry to create virtual scenes and 3D models usable in Virtual Reality. This section also describes the research methods used to evaluate the approach for teaching and training employees. The last two sections evaluate and discuss the results achieved. Having regarded the research realized, it was found that our approach to researching the education of employees and the development of their skills brings excellent benefits and, compared to the traditional educational approach, is much more time-efficient so that employees can improve their work habits and behavior in a relatively short period. In employee training, VR can simulate real-life scenarios, providing workers with hands-on experience in a safe, controlled environment. This technology can also help companies save time and resources, eliminating the need for travel and reducing expenditure on expensive equipment. However, despite its many benefits, VR in education and training can be cost-demanding and requires specialized hardware and software, which may limit its widespread adoption.