Business games club digital tools for corporate simulations training
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How to make corporate education system faster, more efficient and less costly. With gaining extra empathy from employees
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Supervisor Roles.
This document provides an overview of topics related to human resources and customer service best practices. It discusses recruiting and hiring processes, administering compensation and benefits, ensuring workplace safety, managing employee status changes, training and developing employees, and emphasizing customer retention through a focus on service quality and advocacy. The key aspects of handling customer service tickets are also outlined, including verifying customer information, understanding the problem, developing a solution and plan of action, and closing the ticket by resolving the issue on the first call whenever possible.
Is the World Dumping Data on you? Case Study [Computer 103.]
I made this presentation for my case study last 2013. I'd love to share this presentation with you hoping that it could help. :)
8 WAYS TO CREATE WORKFORCE EXPERIENCES THAT REALLY DRIVE PRODUCTIVITY
Is your workforce really working? Over a third of employees admitted they’re productive for less than 30 hours a week, according to recent research. That’s a whole day each week that they’re in work, but not working. Join Justin McWhorter as he talks through recent findings on what really determines productivity.
What are the eight strategies HR and People leaders can use to build great employee experiences to drive productivity?
By the end of the webcast, attendees will discover:
What’s stopping workforces from really being productive
What are the top tips for building employee experiences that workers really want
How they can use new data and strategies to boost engagement and productivity in their roles today
Attendees will be equipped with best practices to build workforce experiences that really get the best from their people. As a result, they’ll know how to truly engage their people, drive productivity and boost business performance.
Share with the class the most valuable topic or subject area you l.docx
Share with the class the most valuable topic or subject area you learned about during this course and why. When responding to classmates' posts, explain how the topic they chose was also valuable to you. Pick from below topics:
1. Data Security
2. Unions
3. Incentives
4. Appraisals
5. Recruiting
Susan Flammia
This course really influenced my thoughts on how to handle daily operations as being a human resource manager. With given the readings on best practices within the HR function as well as the discussions, I learned a lot. I would have to say that module 4 was my favorite topic, more specifically background investigations. No two companies conduct their investigations the same way and it is interesting to see from least to most in depth background checks. This past January, as the HR Manager, I implemented a new protocol for all new employees as a pre-onboading process where background checks are conducted based on criminal and employment verification. In the past there was only reference verification so by adding the extra layer, we eliminated the "bad apples."
Rachel Arthiste
The most valuable topic I've learned from this class was the article on the Kia recruitment process. Being an administrative assistant for over 15 years and working side by side with recruiting and HR, it was eye opening to see the length Kia went through to reach potential candidates. From setting up computers and work stations at the libraries and schools for those who did not access to ensuring assessments were part of the application process to weed out candidates. There are endless way to recruit and ensure you are reaching an entire population. So many people miss opportunities because they don't have a computer at home or their library has limited resources. Kia made sure they gave everyone an opportunity to apply and gain employment if they qualified.
The company I work for links up with the local colleges in our area and participate in their yearly career fair. They even have a special program to hire these young professional and put them through an extensive training program to learn a role that would have otherwise been unavailable to them due to lack of experience. It is important for businesses and companies to attract talent from all areas and ensure they are being diverse in their recruitment process.
Chapter 6 Best Practices for the Prevention and Detection of Insider Threats
This chapter describes 16 practices, based on existing industry-accepted best practices, providing you with defensive measures that could prevent or facilitate early detection of many of the insider incidents other organizations experienced in the hundreds of cases in the CERT insider threat database.1 1. This chapter includes portions from “Common Sense Guide to Prevention and Detection of Insider Threats 3rd Edition–Version 3.1,” by Dawn Cappelli, Andrew Moore, Randall Trzeciak, and Timothy J. Shimeall. This chapter was written for a diverse audience. Decision.
Topic Tech companies prepare for cyber-attacks using common cyber.docx
Topic: Tech companies prepare for cyber-attacks using common cybersecurity resources. Select one of the resources listed and explain how you could implement that particular policy to prevent an attack: 1. monitoring and assessment, 2. policies and controls, 3. hiring, 4. software, 5. firewalls, 6. authentication and access, 7. encryption
Read and respond to two students discussions. (100 words on each response)
#1.Posted by Ashok
As the cyber-attacks are growing in number, it is the responsibility of the organization to take the necessary steps to counter-act the attacks. One of the best ways to protect the data of an organization is to encrypt the data. The first thing that companies ought to do is to identify the vulnerabilities present in their network and systems. The staff should be well aware of the attacks and their implications. The ways that a hacker tries to get access should be known.
For those companies, which possess secure data, measures have to be taken to protect its data through encryption. We should keep our information safe by using full disk encryption tools which are default to some operating systems. These tools take a very less time to encrypt the data and they do not cause any effect on the drives. The hackers tries to attack a system if there is no log in and log off option or if the user forgot to log off the system. So your system should be such that it logs off in 5 minutes if not in use.
So encryption is a compulsory thing to do because even if the hackers get the data, they will not be in a position to alter it.
#2. Posted by Bhavya
Encryption is the method in which information is converted into secret code which hides the true meaning of the information and the science of encrypting and decrypting the information is called cryptography. When information is not encrypted then it called as plaintext and when data is encrypted it is known as cypertext, and to encrypt and decrypt the information algorithms are used these algorithms are called ciphers or encryption algorithms. When someone unauthorized tries to intercept a encrypted message then the person should guess the cipher sender used to encrypt the message and has to guess the keys which are used as variables. The time which takes to guess this information is what makes encryption a secured tool.
There are two types of Ciphers which are symmetric and Asymmetric ciphers, Symmetric ciphers which is secret key encryption uses a single key which is sometimes used as a shared secret because the entities which do the encryption should share the secret key information with all the entities that decrypt the message. Symmetric key encryption is much faster than the Asymmetric encryption, Asymmetric ciphers which is also known as public encryption used two different but linked keys. This often uses prime numbers which is difficult to factor large prime numbers and reverse engineer encryption.
Business 130: Introduction to Business
CRN #25037: MTWR 08:00 – 10:10 ...
The Common Challenges of Technology Adoption & Communication
When introducing a new system or technology, good communication is critical in ensuring user adoption pre, during, and post purchase. This white paper identifies common challenges with technology advances, as well as outlining how you can understand issues and responses. Because it is by knowing how people think, and understanding what people feel, that you can increase user adoption and engagement.
This white paper includes a 10-step implementation process along with a series of questions that ensures the technology distribution process runs smoothly, from user adoption to engagement & communication.
THE IMPERATIVE TO BUILD A RESILIENT AND AGILE ORGANIZATION—ONE MINDSET AT A TIME
“Resiliency” and “Agility” are so often discussed yet rarely understood in the context of implementing these skills within organizations. Companies increasingly recognize the need to evolve the organization in order to grow or at least keep pace in a climate where innovation is critical to success—or even survival. But your people don’t know how to unlock their potential.
Why? Human brains aren’t naturally wired to deal with or initiate change. Our cognitive biases hold us back from adapting to the most common disruptions thrust upon us. They also stop us from inciting the kind of innovative thought that ultimately benefits our organizations and ourselves.
These facts of nature are in direct conflict with the realities of your business needs, aren't they?
Fortunately, research has proven we can retrain our brains to be more Resilient and Agile at any age and stage in our career. Join Dr. Casey Mulqueen and David Collins, two behavioral learning experts who’ve helped people develop Adaptive Mindsets all around the world, as they share with you:
What it means to be Resilient and Agile and why it’s critical to develop these skills
Strategies to change individuals’ behavior to positively impact the entire organization
How other companies have employed successful Resiliency and Agility training
BUSTING E-LEARNING MYTHS: SEPARATING EFFECTIVE TRAINING FROM TRENDS
Many e-learning trends promise to deliver cutting-edge capabilities that can engage learners and embed knowledge like never before. But are these trends really fads? Or are these trends going to drive long-term learning value…for your learners and your business?
Myth 1: Does the learning logic make sense?
Myth 2: Data trove or overload?
Myth 3: Burst learning or bust?
Myth 4: Is virtual reality in e-learning a reality?
Myth 5: Looking good or feeling better?
Join Neha Gupta, CEO of True Office Learning, as she unravels these five common e-learning trends to get to the key drivers of learning engagement, knowledge retention, and ROI.
This session will:
Identify the difference between buzzwords and meaningful technology capabilities
Share how the modernization of the learning function can enhance learning efficacy
Discuss how moving from data to insight can help organizations truly measure ROI
Recommended
Supervisor Roles.
This document provides an overview of topics related to human resources and customer service best practices. It discusses recruiting and hiring processes, administering compensation and benefits, ensuring workplace safety, managing employee status changes, training and developing employees, and emphasizing customer retention through a focus on service quality and advocacy. The key aspects of handling customer service tickets are also outlined, including verifying customer information, understanding the problem, developing a solution and plan of action, and closing the ticket by resolving the issue on the first call whenever possible.
Is the World Dumping Data on you? Case Study [Computer 103.]
I made this presentation for my case study last 2013. I'd love to share this presentation with you hoping that it could help. :)
8 WAYS TO CREATE WORKFORCE EXPERIENCES THAT REALLY DRIVE PRODUCTIVITY
Is your workforce really working? Over a third of employees admitted they’re productive for less than 30 hours a week, according to recent research. That’s a whole day each week that they’re in work, but not working. Join Justin McWhorter as he talks through recent findings on what really determines productivity.
What are the eight strategies HR and People leaders can use to build great employee experiences to drive productivity?
By the end of the webcast, attendees will discover:
What’s stopping workforces from really being productive
What are the top tips for building employee experiences that workers really want
How they can use new data and strategies to boost engagement and productivity in their roles today
Attendees will be equipped with best practices to build workforce experiences that really get the best from their people. As a result, they’ll know how to truly engage their people, drive productivity and boost business performance.
Share with the class the most valuable topic or subject area you l.docx
Share with the class the most valuable topic or subject area you learned about during this course and why. When responding to classmates' posts, explain how the topic they chose was also valuable to you. Pick from below topics:
1. Data Security
2. Unions
3. Incentives
4. Appraisals
5. Recruiting
Susan Flammia
This course really influenced my thoughts on how to handle daily operations as being a human resource manager. With given the readings on best practices within the HR function as well as the discussions, I learned a lot. I would have to say that module 4 was my favorite topic, more specifically background investigations. No two companies conduct their investigations the same way and it is interesting to see from least to most in depth background checks. This past January, as the HR Manager, I implemented a new protocol for all new employees as a pre-onboading process where background checks are conducted based on criminal and employment verification. In the past there was only reference verification so by adding the extra layer, we eliminated the "bad apples."
Rachel Arthiste
The most valuable topic I've learned from this class was the article on the Kia recruitment process. Being an administrative assistant for over 15 years and working side by side with recruiting and HR, it was eye opening to see the length Kia went through to reach potential candidates. From setting up computers and work stations at the libraries and schools for those who did not access to ensuring assessments were part of the application process to weed out candidates. There are endless way to recruit and ensure you are reaching an entire population. So many people miss opportunities because they don't have a computer at home or their library has limited resources. Kia made sure they gave everyone an opportunity to apply and gain employment if they qualified.
The company I work for links up with the local colleges in our area and participate in their yearly career fair. They even have a special program to hire these young professional and put them through an extensive training program to learn a role that would have otherwise been unavailable to them due to lack of experience. It is important for businesses and companies to attract talent from all areas and ensure they are being diverse in their recruitment process.
Chapter 6 Best Practices for the Prevention and Detection of Insider Threats
This chapter describes 16 practices, based on existing industry-accepted best practices, providing you with defensive measures that could prevent or facilitate early detection of many of the insider incidents other organizations experienced in the hundreds of cases in the CERT insider threat database.1 1. This chapter includes portions from “Common Sense Guide to Prevention and Detection of Insider Threats 3rd Edition–Version 3.1,” by Dawn Cappelli, Andrew Moore, Randall Trzeciak, and Timothy J. Shimeall. This chapter was written for a diverse audience. Decision.
Topic Tech companies prepare for cyber-attacks using common cyber.docx
Topic: Tech companies prepare for cyber-attacks using common cybersecurity resources. Select one of the resources listed and explain how you could implement that particular policy to prevent an attack: 1. monitoring and assessment, 2. policies and controls, 3. hiring, 4. software, 5. firewalls, 6. authentication and access, 7. encryption
Read and respond to two students discussions. (100 words on each response)
#1.Posted by Ashok
As the cyber-attacks are growing in number, it is the responsibility of the organization to take the necessary steps to counter-act the attacks. One of the best ways to protect the data of an organization is to encrypt the data. The first thing that companies ought to do is to identify the vulnerabilities present in their network and systems. The staff should be well aware of the attacks and their implications. The ways that a hacker tries to get access should be known.
For those companies, which possess secure data, measures have to be taken to protect its data through encryption. We should keep our information safe by using full disk encryption tools which are default to some operating systems. These tools take a very less time to encrypt the data and they do not cause any effect on the drives. The hackers tries to attack a system if there is no log in and log off option or if the user forgot to log off the system. So your system should be such that it logs off in 5 minutes if not in use.
So encryption is a compulsory thing to do because even if the hackers get the data, they will not be in a position to alter it.
#2. Posted by Bhavya
Encryption is the method in which information is converted into secret code which hides the true meaning of the information and the science of encrypting and decrypting the information is called cryptography. When information is not encrypted then it called as plaintext and when data is encrypted it is known as cypertext, and to encrypt and decrypt the information algorithms are used these algorithms are called ciphers or encryption algorithms. When someone unauthorized tries to intercept a encrypted message then the person should guess the cipher sender used to encrypt the message and has to guess the keys which are used as variables. The time which takes to guess this information is what makes encryption a secured tool.
There are two types of Ciphers which are symmetric and Asymmetric ciphers, Symmetric ciphers which is secret key encryption uses a single key which is sometimes used as a shared secret because the entities which do the encryption should share the secret key information with all the entities that decrypt the message. Symmetric key encryption is much faster than the Asymmetric encryption, Asymmetric ciphers which is also known as public encryption used two different but linked keys. This often uses prime numbers which is difficult to factor large prime numbers and reverse engineer encryption.
Business 130: Introduction to Business
CRN #25037: MTWR 08:00 – 10:10 ...
The Common Challenges of Technology Adoption & Communication
When introducing a new system or technology, good communication is critical in ensuring user adoption pre, during, and post purchase. This white paper identifies common challenges with technology advances, as well as outlining how you can understand issues and responses. Because it is by knowing how people think, and understanding what people feel, that you can increase user adoption and engagement.
This white paper includes a 10-step implementation process along with a series of questions that ensures the technology distribution process runs smoothly, from user adoption to engagement & communication.
THE IMPERATIVE TO BUILD A RESILIENT AND AGILE ORGANIZATION—ONE MINDSET AT A TIME
“Resiliency” and “Agility” are so often discussed yet rarely understood in the context of implementing these skills within organizations. Companies increasingly recognize the need to evolve the organization in order to grow or at least keep pace in a climate where innovation is critical to success—or even survival. But your people don’t know how to unlock their potential.
Why? Human brains aren’t naturally wired to deal with or initiate change. Our cognitive biases hold us back from adapting to the most common disruptions thrust upon us. They also stop us from inciting the kind of innovative thought that ultimately benefits our organizations and ourselves.
These facts of nature are in direct conflict with the realities of your business needs, aren't they?
Fortunately, research has proven we can retrain our brains to be more Resilient and Agile at any age and stage in our career. Join Dr. Casey Mulqueen and David Collins, two behavioral learning experts who’ve helped people develop Adaptive Mindsets all around the world, as they share with you:
What it means to be Resilient and Agile and why it’s critical to develop these skills
Strategies to change individuals’ behavior to positively impact the entire organization
How other companies have employed successful Resiliency and Agility training
BUSTING E-LEARNING MYTHS: SEPARATING EFFECTIVE TRAINING FROM TRENDS
Many e-learning trends promise to deliver cutting-edge capabilities that can engage learners and embed knowledge like never before. But are these trends really fads? Or are these trends going to drive long-term learning value…for your learners and your business?
Myth 1: Does the learning logic make sense?
Myth 2: Data trove or overload?
Myth 3: Burst learning or bust?
Myth 4: Is virtual reality in e-learning a reality?
Myth 5: Looking good or feeling better?
Join Neha Gupta, CEO of True Office Learning, as she unravels these five common e-learning trends to get to the key drivers of learning engagement, knowledge retention, and ROI.
This session will:
Identify the difference between buzzwords and meaningful technology capabilities
Share how the modernization of the learning function can enhance learning efficacy
Discuss how moving from data to insight can help organizations truly measure ROI
BUSTING E-LEARNING MYTHS: SEPARATING EFFECTIVE TRAINING FROM TRENDS
Many e-learning trends promise to deliver cutting-edge capabilities that can engage learners and embed knowledge like never before. But are these trends really fads? Or are these trends going to drive long-term learning value…for your learners and your business?
Myth 1: Does the learning logic make sense?
Myth 2: Data trove or overload?
Myth 3: Burst learning or bust?
Myth 4: Is virtual reality in e-learning a reality?
Myth 5: Looking good or feeling better?
Join Neha Gupta, CEO of True Office Learning, as she unravels these five common e-learning trends to get to the key drivers of learning engagement, knowledge retention, and ROI.
This session will:
Identify the difference between buzzwords and meaningful technology capabilities
Share how the modernization of the learning function can enhance learning efficacy
Discuss how moving from data to insight can help organizations truly measure ROI
MICROLEARNING SERIES PART 2 MAXIMIZING ROI WITH MICROLEARNING
This document contains information about an upcoming webinar on microlearning. It includes the agenda for the webinar which will discuss measuring learning and return on investment from microlearning. It also provides examples of how three companies - Bloomingdale's, BT, and a logistics facility - have used microlearning and been able to measure improvements in knowledge, behaviors, and business results.
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It’s time to confront the elephant in the room—The LMS.
We know you’re frustrated by it. We know it doesn’t work (especially in retail). And, we know it doesn’t make your associates more effective on the job. So, why throw cash at a tool that will only let you down?
Fact is, the LMS wasn’t designed for a fast-paced, constantly changing retail environment. Associates don’t sit at a computer for hours each day or have a ton of dedicated time to spend on training. Even when they do have scheduled training time, the LMS can’t deliver the material in an ongoing, engaging way that helps associates remember what they need to know to achieve your objectives—whether it’s increasing sales, providing a superior customer experience, reducing accidents on the job, implementing your omni-channel strategy, or accomplishing anything else that’s critical to your business.
Bottom line? If you don’t have an effective way to build employee knowledge and enthusiasm, you can’t build a high-performing team. And, if you don’t have a workforce that drives results, ultimately, you’ll get the blame.
So, if you’re ready to take a stand and move beyond the LMS, this webinar is for you. Learn about:
5 disconnects between the retail environment and the LMS that are holding you back
6 capabilities of modern learning solutions that can boost business results
3 stories of progressive retailers who all said “No” to the LMS and are achieving tremendous success
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Marketing in the property sector is becoming more and more competitive. That’s why it’s important that you know exactly what digital marketing tools for estate agents are out there, and how to use them correctly. Doing this will mean you capture the lion’s share of the market, reaching more customers, and making those sales.
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In this presentation, we looked at:
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What that means for technical communication, and how you can come back stronger than ever
What technical communicators can do to help, and how you can deal with this crisis
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Perhaps, since these candidates are well experienced, they should be considered, while employers cut down a little to test their knowledge.
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Microlearning is a hot topic in the corporate learning and performance space – and the buzz isn’t slowing down. Learning leaders are working quickly to understand the concept, and how it can be applied purposefully to support employees – and ideally – to get business results.
Before an organization takes the leap into microlearning, it’s important to understand the fundamentals first. To be successful, microlearning must be applied in the right way – from the beginning – to achieve sustained results.
In part 1 of our microlearning webinar series, you’ll take-away:
An understanding of the fundamentals of microlearning – the truth about what it is, and what it is not
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This document discusses training employees to respect privacy in the workplace. It provides examples of personal information that may be collected from patients, such as name, date of birth, diagnosis, and treatment information. It also discusses identifying appropriate boundaries between employees and employers, and measuring appropriateness. The document suggests training employees on privacy issues through case studies of actual situations and ongoing communications with examples of respecting clients' privacy.
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EC-Council’s CCISO certification validates a candidate’s knowledge and expertise to meet the real-life challenges in the information security domain. It establishes a person’s suitability to work as the highest-level executive responsible for information security in an organization.
https://www.infosectrain.com/courses/cciso-certification-online-training/
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When your bottom line depends on the productivity of hourly workers, little changes make a big difference. You’re collecting volumes of data in the course of doing business—payroll, time keeping, performance, and more—and it’s time to start putting that data to work for you so that you’re certain that your little changes are the right changes.
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This document discusses how businesses can take a customer-first approach when implementing artificial intelligence (AI) technologies. It provides 7 guiding ideas on how to think about implementing a customer-first strategy in an AI context, covering board alignment, execution, technology, people, and organization. The key points are:
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3) Integrate AI deeply into core business functions where expertise lies to increase impact and speed.
4) Set up the right processes to prioritize, experiment, measure outcomes, and iterate based
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BUSTING E-LEARNING MYTHS: SEPARATING EFFECTIVE TRAINING FROM TRENDS
Many e-learning trends promise to deliver cutting-edge capabilities that can engage learners and embed knowledge like never before. But are these trends really fads? Or are these trends going to drive long-term learning value…for your learners and your business?
Myth 1: Does the learning logic make sense?
Myth 2: Data trove or overload?
Myth 3: Burst learning or bust?
Myth 4: Is virtual reality in e-learning a reality?
Myth 5: Looking good or feeling better?
Join Neha Gupta, CEO of True Office Learning, as she unravels these five common e-learning trends to get to the key drivers of learning engagement, knowledge retention, and ROI.
This session will:
Identify the difference between buzzwords and meaningful technology capabilities
Share how the modernization of the learning function can enhance learning efficacy
Discuss how moving from data to insight can help organizations truly measure ROI
MICROLEARNING SERIES PART 2 MAXIMIZING ROI WITH MICROLEARNING
This document contains information about an upcoming webinar on microlearning. It includes the agenda for the webinar which will discuss measuring learning and return on investment from microlearning. It also provides examples of how three companies - Bloomingdale's, BT, and a logistics facility - have used microlearning and been able to measure improvements in knowledge, behaviors, and business results.
Why the LMS Doesn’t Work in Retail and Never Will
It’s time to confront the elephant in the room—The LMS.
We know you’re frustrated by it. We know it doesn’t work (especially in retail). And, we know it doesn’t make your associates more effective on the job. So, why throw cash at a tool that will only let you down?
Fact is, the LMS wasn’t designed for a fast-paced, constantly changing retail environment. Associates don’t sit at a computer for hours each day or have a ton of dedicated time to spend on training. Even when they do have scheduled training time, the LMS can’t deliver the material in an ongoing, engaging way that helps associates remember what they need to know to achieve your objectives—whether it’s increasing sales, providing a superior customer experience, reducing accidents on the job, implementing your omni-channel strategy, or accomplishing anything else that’s critical to your business.
Bottom line? If you don’t have an effective way to build employee knowledge and enthusiasm, you can’t build a high-performing team. And, if you don’t have a workforce that drives results, ultimately, you’ll get the blame.
So, if you’re ready to take a stand and move beyond the LMS, this webinar is for you. Learn about:
5 disconnects between the retail environment and the LMS that are holding you back
6 capabilities of modern learning solutions that can boost business results
3 stories of progressive retailers who all said “No” to the LMS and are achieving tremendous success
Why Estate Agents Need In-House Digital Marketing
Marketing in the property sector is becoming more and more competitive. That’s why it’s important that you know exactly what digital marketing tools for estate agents are out there, and how to use them correctly. Doing this will mean you capture the lion’s share of the market, reaching more customers, and making those sales.
Jeremy Roberts - How to Survive the Machine Learning and Artificial Intellige...
SourceCon 2017 presentation discussing what talent acquisition professionals need to do to survive the ML and AI disruption.
COVID-19: The future of organisations and the future of technical communication
The COVID-19 coronavirus is having a huge impact on people and organisations. With so many things that could be about to change, how should technical communicators respond? What’s your plan for the future?
In this presentation, we looked at:
How organisations might change during and after the COVID-19 lockdown
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https://www.infosectrain.com/courses/cciso-certification-online-training/
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Chapter 2
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Chapter 3
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Business games club digital tools for corporate simulations training
- 1. DIGITAL BEHAVIORAL SIMULATIONS IN CORPORATE EDUCATION Gaining Extra Empathy
- 2. DO NOT KNOW HOW TO ENGAGE? Make them investigate
- 3. IDEA FROM COUNTRY-WIDE CHANGE MANAGEMENT EXPERIENCE Once I was tasked to make 40 million people love tariff raise 1. Mostly electricity tariffs 2. People hate Energy suppliers – those nasty croocs 3. People do not care about how and why electricity is produced and costs 4. So, why not making consumers those ‘croocs’ themselves?..
- 4. Living through own in-game experience one remembers 80% more information, than reading or seeing advert OWN EXPERIENCE – PATH TO MEMORY AND EMPATHY 80% 1. Player is 4-5 times more keen to empathize his ‘character’ 2. Routine regulations can be effectively taught through engaging game scenario 3. Player’s behavior can be fixed and tested in intentionally conflict situations 4. Investigation of causes of events – is almost 100% guaranty that they will be understood 5. You can set up infinite amount of drills for infinite amount of workers for the fraction of cost
- 5. EXAMPLES OF MOST SIMULATION FAVORABLE USAGE IN CORPORATIONS Almost any business processes, tied with decision making matrix or behavioral pattern 1. Negotiations / sales perfection 2. Adaptation of new employees to business-structure or processes 3. Labor safety /and corporate security rules or disaster prevention regulations 4. Filtering out candidates before spending HR time on interview for commodity-type jobs 5. Scenarios and reaction during disaster/corporate crisis or leakage- strategies 6. Change Management during changes, M&A or reforms in the organization
- 6. TIME CALLING FOR NEW TOOLS New generations require more engaging tools in order to change their skills and behavior Traditionalist geographies need some shake up ‘Camouflaging’ working routine with game-like environment to gain empathy and immersion of those grown up with games Propper approach to «Y» and «Z» generations, those who can either ignore or really live at work 01 02 03 04
- 7. Give them way to see things from your perspective
- 8. DO NOT KNOW HOW TO ENGAGE? Make them investigate
- 9. Traditional methods of OSH/ HSE and corporate safety education. Efficiency? TRADITIONAL METHODS 1. Often lack of empathy to the idea of safety behavior (esp. in 3-rd world) 2. Low efficiency of printed instructions 3. Underestimation of safety officer role among workers 4. Lack of connections and consequences understanding, no idea of core (root) causes of incidents 5. Considering safety rules as top- down driven approach
- 10. Digital means instant online statistics and analytics Cheaper: one ‘digital trainer’ can do 10 000, 50 000, 1 000 000 employees at the same price of one training It’s easy to reach all employees – both on-site and remotely: cool for spread teams Easy to onboard new employees – don’t need to hire that live trainer again Scenarios: 1) can be based on accepted intra-company knowledge and methodology. 2) or on the external experience of your choice WHY CORPORATE UNIVERSITIES ARE EVEN A BETTER FIT? 01 02 03 04 05
- 11. Simulations made for customer and with using customer specifics and settings More expencive, time to produce. But better efficiency and KPI tuning Ready-made products or «box» products instant, cheaper, but not tuned (and lower engagement)
- 12. CASE: METINVEST HSE INVESTIGATION 20 000 employees only in first run of simulation Raitings / analytics segmented by plants Internal Incident Investigation Methodology implemented in scenario Real managers used in scenario 01 02 03 04
- 13. CASE: LIDSKAYE BEER SALES TRAINING 200 employees in 2 days Clear simulation with SMART goals in each episode and Educaional info embedded Personalyzed analytics sent to HR manahers on each employee Training program to close gaps found out set in a week after 01 02 03 04
- 14. WANT THEM IN? Give them a good dive!
- 15. Business Games Club http://simulate.company ALEXANDER TOLKACH CEO e-mail: at@citigames.org skype: tolkach Contact phones: US +15129108398, UK +442080681879, US +74993501279, UKR +380891205468