To simulate or not to simulate? Comparing the effectiveness of video‐based training versus virtual reality‐based simulations on interpersonal skills development

Abstract

Emerging technologies coupled with the power of big data will transform organizations, requiring drastic changes to traditional approaches in training, communications, and team collaboration, to name only a few examples. Scholars and practitioners in the HRD field are tasked with empirically studying these new phenomena in order to assist both employees and organizations in effectively transitioning to future work. The advent of technological innovations has opened a new frontier of simulated training, including virtual reality‐based simulations (VRBS). But are these innovations more effective than traditional approaches, such as video‐based training (VBT)? Empirical investigations of these emerging technologies have been limited in the field of HRD. The current study addresses the gap in the HRD literature by conducting the first empirical research related to VR technology and its impact on training. The paper examines VRBS with a mixed methods research design within the interpersonal skills training context, experimentally comparing the effectiveness of this new medium to more traditional training platforms such as VBT. Results were mixed, with all hypotheses at least partially supported by data. Findings suggest that VR does engage trainees more fully and generate more transferable knowledge than video. The paper triangulates quantitative and qualitative data to draw conclusions and highlight issues that are emerging along with this new technology.

Digital wind of changes: navigating competitiveness in the maritime sector through the transformation in human resource development

“…The aforementioned transformation has been instigated by the widespread use of various technological advancements, including but not limited to e-learning platforms, data analytics, artificial intelligence (AI), and virtual reality (VR) (Otoo-Arthur and van Zyl, 2020;Sengupta et al, 2021). The utilisation of these technologies has not only brought about a significant transformation in the manner in which businesses address HRD but has also played a crucial role in augmenting the competitive advantage of enterprises within the current business environment (Akdere et al, 2023;Malini and Srinivas, 2020;Otoo-Arthur and van Zyl, 2020).…”

Using the metaverse in training: lessons from real cases

“…Equally important is exploring innovative approaches to evaluate and assess metaverse-based training. Future approaches may challenge traditional training methods such as the four-level training evaluation model (Kirkpatrick and Kirkpatrick, 2016) and complement current training with technology-personalized assessments such as a biometric evaluation model (Akdere et al , 2021) to measure sensory experiences while participants are attending the training. Additionally, the impact of the use of the metaverse is limited to the individual level.…”

Training and development in the hybrid workplace

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