TRAINING & DEVELOPMENT
LEARNING THE ROPES
Gamified training is widely used in industries such as retail and professional services. But can the principles be applied when there are lives at stake? Attensi’s Bjarne Johnson explains how gamification is making its mark on health and safety training.
Learning and development in large organisations has mostly relied on the same methods for over 20 years. Classroom training, mentoring, videos, and linear e-learning. But these practices often prove ineffective and hard to measure, resulting in a lot of wasted time and money. The time has come for a method that actually works by making training fun and engaging.
Gamified simulation training combines advanced 3D modelling with deep insight of human behaviour and psychology. It immerses employees in authentic situations that involve human interaction and operation of business-critical software and systems. Using gamified mechanics ensures that users will want to repeat their training - the key to effective learning.
And this methodology can be applied to the world of health and safety training. One example is the work we have done together with our partner and experts on safety and culture, SAYFR, for K Line.
K Line needed to instil a culture of openness around on-board safety risks amongst its seafaring staff. Of course, the ultimate target of any safety initiative is to eliminate major accidents. Taken as a measurement however, the binary nature of whether an accident did or did not happen does not provide much in the way of tangible insight.
Instead, the K Line team sought to improve reporting of near-miss incidents in order to build a better understanding of behaviour and learning levels amongst their seafarers.
Working with SAYFR, Attensi created a unique gamified simulation training solution for the team at K Line. This interactive 3D simulation of the seafarers’ working environment is designed to educate on best practice and to test their abilities across a range of realistic safety scenarios.
Each of these scenarios is designed to simulate and visualise the kind of processes and mishaps that can
28
lead to onboard incidents. They range from the mildly negligent to outright disastrous, and all have multiple possible outcomes.
Each module features interactive conversations with voice-acted characters, representing the typical exchanges that seafarers will have with real-life co- workers. Correct answers are rewarded with points and star ratings upon completion. Incorrect answers will cost users points and negatively impact their final rating. But they are also addressed with real-time feedback to explain mistakes and advice on how to approach them next time.
K Line met its ‘reported near misses’ key metric target for the whole year within one quarter.
After introducing SAYFR, the number of reported near misses at K Line increased dramatically. The company had set an annual target for this key metric. But following the launch of K Line’s new simulation training, this target was exceeded within a single quarter.
With SAYFR, seafarers get to see the results and outcomes of mistakes rather than just as part of a discussion or lecture. The multiple choices allow them to visualise multiple outcomes, where before they might not have appreciated their gravity.
The range of where reporting has come from has also increased. Traditionally, reporting would fall under the brief of senior officers. Now these reports come from a wide range of crew members.
This cultural improvement across the company has set the benchmark. These standards and behaviours are the new normal for K Line, providing management with a vital line of sight into how errors occur, and crucially how accidents can be avoided in future.
https://attensi.com/
www.tomorrowshs.com
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52
