ROUNDTABLE
a gap in knowledge, awareness or reinforcement. We treat training as an ongoing cycle rather than a one-time event. As equipment technology evolves, training has to keep pace. I think the industry is improving, but many smaller organisations still view training as a cost instead of a strategic investment. The companies that will succeed long-term are those that make it part of their operating DNA.
What role does simulated training play? What are its benefits and drawbacks? IK-T: Simulated training – especially through virtual reality (VR) and digital twins – has rapidly evolved from niche experimentation to a mainstream learning strategy. This transformation has accelerated with the global availability of VR hardware across all technical training centres, enabling immersive training experiences for crane operators, field technicians and sales teams. Adoption is driven by Industrial Metaverse initiatives where VR is integrated with real-time operational data and digital twins, and by global hardware rollouts supporting the use of VR headsets and immersive content. The greatest added value lies in the immersive safety modules. Simulations allow learners to make mistakes without real-world consequences, which is especially valuable in safety-critical environments like crane operations or electrical systems. One key challenge is integrating new learning technologies and immersive environments into traditional training models. It’s not just about adopting new tools, it’s about creating a connected ecosystem where platforms, processes and people interact seamlessly to support learning outcomes. AL: Digital training lets you offer foundational learning courses online or simulation-based training before instructor-led sessions, which are then more valuable. We can lay the foundations of learning beforehand, so everyone starts in the right place in terms of foundational knowledge and leaves with skills. Any digital learning experience can have challenges – not all students are
field – heat, noise, limited access or unpredictable equipment behaviour. So, while simulation is a great supplement, it can’t replace supervised, hands-on experience.
Matthew Ross, CEO, Hoist & Crane Service Group.
20-somethings who grew up with smartphones. We are training everyone. Technology adoption can be a challenge, so our simulations are built with frontline workers in mind, focusing on ease of use, even if someone is resistant to that way of learning. We have a VR crane simulator, as well as desktop simulations for shorter bite-size models, but companies need to be strategic about how simulations are organised to make sure they don’t go too digital-heavy with hands-on people. MR: Simulated training has tremendous
potential. It allows new technicians to experience complex or hazardous scenarios in a controlled, repeatable way. That’s a big step forward for both safety and efficiency. Trainees can practice judgment, decision-making and troubleshooting without putting themselves or equipment at risk. It’s also scalable, which helps standardise training across large, multi-location organisations like ours. The drawback is that simulation can’t fully replicate the sensory feedback of being in the
How does simulated training compare to manual training? Are there any benefits to manual training over simulated training? IK-T: We provide a blended learning approach combining simulation with traditional methods to balance realism and scalability. Simulated training offers a strong financial and operational advantage over traditional manual methods. It is far more cost-effective – even after factoring in a one-time technology investment – and there is a significant return on investment within the first year. Beyond the immediate, measurable costs, additional benefits such as improved learning retention, faster onboarding and scalability across global teams mean simulated training becomes even stronger. Simulated training is used for scalable, safe and repeatable learning, while manual training remains essential for developing hands-on expertise and behavioural readiness. AL: Critical thinking skills are needed in a
complex lifting scenario. Some clients use a simple lifting process time and again, so may only use the online training and do an in-person evaluation to show people have understood the skills. Everything is relative to the activity and the environment. In larger organisations, I usually see a mixture of delivery methods so they can be efficient. Using only instructor-led sessions is inefficient. If I was designing a recipe for success, it would be two or three delivery methods – instructor-led, digital and simulation. All have a place in the programme. MR: Manual, hands-on training is still
irreplaceable. Working on real equipment under the guidance of a senior technician builds confidence, muscle memory and a practical understanding that no simulation can fully duplicate. The best programmes blend the two – simulation for foundational learning and repetition, and field-based mentorship for practical execution. We have a 10,000ft2
lab where we can train our
technicians on real-world applications. We have banks of small hoists, a 20t overhead crane where we can roll up VFD drives or more traditional AC/ DC controls, and much more.
Digital training allows trainees to practice their skills before using real equipment. 52 Winter 2025 |
ochmagazine.com
How has the adoption of new technology – such as automation, anti-sway and sensors – affected safety and training requirements? IK-T: This transformation requires a fundamental change in how information and training is shared across the organisation. By having digital content and system updates, we must rethink how information flows – from a traditionally mechanical industry into an advanced technology ecosystem. For this we need to ensure cross-functional collaboration: safety, engineering and learning and development teams must align to ensure training reflects real-time system capabilities and risks.
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