Individual Assignment

IMPACTS OF DIGITAL SIMULATION IN EMPLOYEE TRAINING

AZDZHARULNIZZAM ALWI

PBS21101107

WORKFORCE PLANNING MANAGEMENT (HPM7202)

PROF. DR. SAZALI ABDUL WAHAB

PUTRA BUSINESS SCHOOL

13 AUGUST 2022
Introduction
Employee training and development refers to the continued efforts of a company to boost the
performance of its employees. Companies aim to train and develop employees by using an
array of educational methods and programs. In the past few years, training and development
have emerged as a crucial element of strategy. More company owners have realized that
investing in employee training and development not only serves as a motivation, but it also
enables the organization to create a highly skilled workforce. This article further explains the
significance of employee training and development. It also outlines the various approaches
that organizations use to train their employees.

Even though the terms “training” and “development” are used interchangeably, there are a
couple of differences between the two concepts. The differences are related to the scope of
their applications. Essentially, a training program comes with very precise and measurable
goals such as learning how to perform a particular procedure with accuracy or how to operate
a piece of machinery. On the contrary, a developmental program centres on acquiring broader
skills that can be applied in a wide range of situations. They include skills such as decision-
making, communication, and leadership.

Digitalization is related to the technology and management of information related to products

and services. The process of digitalization includes all levels of the economy and
organizations coverall large and small organizations. The current economy internet, networks,
social network are related to the digitalization in the economy. Digitalization in the economy
has an impact on the industry, Government, and institutions related to the economy. In the
study conducted by McKinsey, a leading consultancy company mentioned that digitalization
in the economy of the countries would influence the manufacturing, finance, and other sectors
of the industry. Hence, this digitalization would impact the organizations applying these
technologies. In the context of India, leading manufacturing companies have established a
base in India, these companies are into digital manufacturing and are also in the process of
research and development in the domain of technology. In the same vein, OECD countries
(Organization for Economic Cooperation and Development) mention that the digital economy
would play an important role in the growth of the economy.

However, the digitalization of the economy is leading to the transition of the total process
with regard to manufacturing, service, and support. Hence, the context of employees’

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transition of digitalization might influence the imbalance among the workforce. The impact of
digitalization has influenced the present state of the labour market by increasing the intensity
of information processing and increasing the productivity of the labour. Therefore, there is a
need for training the employees to work in this digitalization of manufacturing and services.
In the present context of the study, it should be taken into account the methods of training
programs and their relationship with the digital economy. The traditional training methods
include, lectures, case study, internship, mentoring, and apprenticeship, studies conducted in
this domain of traditional training has indicated that they are effective in the training
programs. In the context of modern training methods which include videogames,
gamification, simulations, virtual reality, and social media.

The studies with regards to videogames, gamification, and virtual reality have indicated
effectiveness in the training programs in compression with traditional training programs.
Hence from the context of simulation-based training programs, there are few studies to
understand it effectiveness and develop future directions for the growth of this method of
training. The simulation method of training is the new technology-based method of employee
training. In this technique, real-life situations are provided to the participants through
technology-driven methods. Further, simulation-based training programs are beneficial
especially to the manufacturing companies where an employee in the training program is
provided with the live situation of the production process and the learning happiness in the
training program. Therefore, based on the above discussion, firstly to compare the
effectiveness between the traditional training program and technology-driven training
programs. Secondly, the effectiveness of simulation-based training in technology-driven
manufacturing organizations.

Training and Development Steps and Process.

Effective of training are based on the step and process of the training implemented. Based on
a study, effectiveness of a training best can be described when the result are fruitful. Most of
the time it can be measured when the employee are more skilful with problem solving, the
increase in overall productivity, return of investment (ROI) are significant and customer
satisfaction. (Rama & Shaik, 2012). Besides, performance of an organizational is also highly
influenced by the implementation and strategic management of the Human Resource
Management and the Organization Leaders in cultivating a strong training and development
culture into the organization. Surveys had shown a signification relationship between Training

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and Development and employee performance and hence reflection overall organizations
performance. (Niazi, 2011).

One of the important elements of training and development is the process and effectiveness.
Training need analysis are conducted to fulfil the gap between the desired performance and
actual performance. Few questions such as why, when and who are significantly asked to
answer and prepare for the training program that needs to be organised. Besides, the question
will need to able to answer from the management point, individual and also task related.
(Towler, 2019). (Mulang, 2015), article also emphasis on the TNA as it helps to ensure
unnecessary training activities. TNA will help the organization to find out the training needed
for the particular activity and if will result as per expectation. TNA can be defined a phrase of
identifying the problem identification, need identification, performance standard
development, participation identification, training criteria, cost and profit.

Training Methods for Employee Training and Development

Although there are new training techniques emerging every day, several common training
approaches have proven highly effective. They include:

a) Orientations
Orientation training is crucial to the success of new recruits. It doesn’t matter whether the
training is implemented through a handbook, a one-on-one session, or a lecture. What matters
is providing new employees with information regarding the firm’s background, strategies,
mission, vision, and objectives. Such training gives new employees an opportunity to
familiarize themselves with company policies, rules, and regulations.

b) Lectures
Lectures are particularly efficient when the aim is to provide the same information to a large
group at once. In doing so, there is no need for individual training and thus, savings on costs.
However, lectures also pose some disadvantages. For one, they center on one-way
communication, which leaves little room for feedback. Also, the trainer may find it
challenging to assess the level of understanding of the content within a big group.

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 c) Computer-based Training (CBT)
With this approach, computers and computer-based tutorials are the primary means of
communication between the trainer and employees. The programs are structured in such a
way that they provide instructional materials while also facilitating the learning process. The
core benefit of computer-based training (CBT) is that each employee is given the freedom to
learn at their own pace in their most convenient time. It also helps to reduce the total cost that
an organization incurs in training its employees. Costs are minimized by reducing the training
duration, eliminating the need for instructors, and reducing travel.

Training Effectiveness
Fraser (1994) defines effectives as a measure of the match between stated goals and their
action of accomplishing. It a comparable way to deal with Erlendsson (2002), describes
viability as how much goals are met by doing the right things. Kennedy et.al (2013) stated
that the organization relied upon to distinguish training need of its workers and configuration
training programs that will help in the best possible way use to all the employees in a
company towards becoming real of organization goal. Training can also be defined as a
learning process in which employees get knowledge, skills, experience and attitudes that they
need in order to do their job better for the completed of their organizational goals this
statement based on Ngirwa (2009). Training programs can likewise help the workforce to
diminish their uneasiness or disappointment, started by the work on job (Chen, et al., 2004).
Furthermore, Rowden (2002), highlighted that training may also be an efficient tool for
improving one's job satisfaction, as employee better performance leads to appreciation by the
top management, hence employee feel more adjusted with his job. In order to have an
effective training program, trainees should believe that when they participate in learning, they
would get desired rewards in agreement (Chiaburu & Takleab 2005). Although it is expensive
to give training to the employees but, in the long run, it gives back more than it took (Kaynak,
2003)

Literature Review & Preliminary Findings

Approaches to training and development

The approach of training and development is based on the context of the organization and the
ecosystem of operation of the organization [L. Tan, K. Yu, F. Ming, 2021]. Hence, there are

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two approaches applied in the training and development namely the traditional approach and
the modern approach [SL Thorne,2008]. The traditional approach includes The presentation
method and A Hands-on Approach. Presentation methods include lectures, seminars, group
discussions, and demonstrations. While, Hands-on Approach includes case studies,
workshops, team-building exercises, On-the-Job training, and brainstorming. The modern
methods of training include e-learning, gamification & Virtual reality. The concept of e-
learning includes the application of web-based learning through the use of the internet for
training programs Gamification is a method of technology training method wherein game-
based training contents are developed for a training program. The concepts of virtual reality
include giving real-life situations through the application of technology in the training
program [PM Kulkarni,2020].

Business scenario and digital training

In the changing context of the business eco-system organizations are moving from the
traditional training methods to modern training methods, the main reason being the change in
the context of the business and deeper involvement of technology and digitalization in the
organizations [P. Kulkarni, R. Mutkekar, S. Ingalagi,2020]. Indicated that gamification, and e-
learning are effective means of training tools in developing the skills of the employees, and
also indicated that these tools are supportive in engaging the employees in the training
program. The modern training methods need more information on the application of
simulation tools of the training and development of employees [P. Kulkarni, R. Mutkekar, S.
Ingalagi,2020]. Digital simulations in training are applied and have indicated effectiveness in
the domain of aerospace, healthcare, and technology [] A. Gegenfurtner, C. Quesada-Pallarès,
M. Knogler,2014]. However, there is a need to understand the effectiveness from the
perspective of the manufacturing sector.

Digital Simulations
Digital simulation training is the method of training that includes a real-life situation of work
and provides it to the trainees [G. Chryssolouris, D. Mavrikios, N. Papakostas, D. Mourtzis,
G. Michalos, K. Geor-goulias, 2009]. Digital simulations include the following features
gesture-controlled interactions, wherein the trainee is engaged through the involvement of
online tasks and interaction, during the training program, trainees are provided with handled
controllers or wired gloves. Marker-Based Tracking: Frequently used in apps based on AI,
this software can scan what the camera of the user is pointed at and identify the objects, then

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it triggers fresh data or graphics to be exhibited. Location-Based Content: This is yet another
indispensable part of AR apps, the software accesses the GPS in the user’s device and offers
couturier content centred on the location.

Literature Findings
The major findings and interpretation of the study are indicated. Tables 6 and 7 indicate the
results from TOPSIS and Grey System Theory. The results presented indicated the overall
ranking of the study parameters based on the challenges influencing implementing digital
simulation training in the manufacturing sector of the study organizations. Trainers Perception
plays a vital role in the adoption of Digital Simulation Training in Manufacturing, the analysis
of the trainers’ perception towards digital training is presented in Table 8.

The Table 6 show the ranking of the parameters related to the traditional training method. The
effectiveness of the training with regards to traditional training methods shows that job
performance is ranked with a higher ranking (0.994), followed by job clarity (0.992), further,
the results indicate that learning goals (0.959) is ranked third by the respondents. The training
program’s inclusion of information related to organization challenges (0.958) is ranked as
fourth. The results on the ranking of fifth is training programs considering future demands of
the job (0.933). Training programs inclusion of organizations expectation (0.879) is ranked at
sixth and training programs providing information with regards to organization performance
(0.844) is ranked at seventh. The results with regards to the learning experience (0.555) from
the training program are ranked eighth and finally, results with regards to the inclusion of
future aspects (0.012) of the job in the training program is ranked ninth.

The data analysis through TOPSIS and Grey system theory on digital simulation training as
presented in Table 7 shows that job performance (1.000) of the employee improves through
digital simulation training programs. The digital simulation improves the organization’s
performance (0.967). Further, job clarity (0.958) is indicated through digital simulation
training. Organization expectations (0.937) is ranked fourth, while the inclusion of future
demands (0.932) of the job is indicated at fifth rank. Inclusion of organization challenges
(0.886) is indicated at sixth rank and achievement of learning goals (0.803) is ranked at
seventh and learning experience (0.557) and future reference (0.017) is ranked at eighth and
ninth positions by the respondents 4.3.

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The results comparison with regards to traditional and digital simulation methods indicated
that both methods have focused on improving job performance through a training program.
Further, in both methods future learning experience has shown similar results, while, the
impact of digital simulation training is ranked second while it is ranked seventh in the
traditional method of training. Overall, the results indicate that digital simulation is more
effective in training programs.

Analysis of digital simulation training program

The results from the data analysis through TOPSIS and Grey system theory on digital
simulation training as presented in Table 7 shows that job performance (1.000) of the
employee improves through digital simulation training programs. The results show that
digital simulation improves the organization’s performance (0.967). Further, job clarity

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(0.958) is indicated through digital simulation training. Organization expectations (0.937) is
ranked fourth, while the inclusion of future demands (0.932) of the job is indicated at fifth
rank. Inclusion of organization challenges (0.886) is indicated at sixth rank and achievement
of learning goals (0.803) is ranked at seventh and learning experience (0.557) and future
reference (0.017) is ranked at eighth and ninth positions by the respondents 4.3.

Overall analysis of the results The results comparison with regards to traditional and digital
simulation methods indicated that both methods have focused on improving job performance
through a training program. Further, in both methods future learning experience has shown
similar results, while, the impact of digital simulation training is ranked second while it is
ranked seventh in the traditional method of training. Overall, the results indicate that digital
simulation is more effective in training programs.

Technology and learning

The technology-driven training methods are increasingly getting popular among trainers. The
trend of application of digital tools in the training program has increased in recent times in the
organization. Studies related to digital training programs have indicated that from younger
generations, therefore there is a need for inclusion of older generation workforce in this type
of training programs. The digital method of training programs needs to understand more from
the organization’s perspective and also to strike a balance from the perspective of the
employees.

The organization perspective has indicated moderate results in both the method of training.
Therefore, measures to include from the organization’s perspective would enhance the
effectiveness of digital simulation training programs. Further, the results have also indicated
that both the methods need to include training contents that act as a future reference to study
and develop skills from the future perspective of the organization. In the same opinion, results
also indicated that trainers need to devise the right training goals especially from the context
of manufacturing organizations, as this sector of the industry is highly dynamic and needs
constant monitoring with regards to the development of employees in the organization. The
technology-driven training tools are gaining popularity however, with reference to the
manufacturing sector, hence, trainers applying simulations in manufacturing need to consider

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the dynamic eco-system of manufacturing and select the tools of simulations for the training
program.

Traditional and digital simulation-based training programs

The studies related to digital simulation indicated in the current research has indicated various
benefits of digital simulation-based training, to mention in this context benefits include better
time management in a training program, secondly, easy logistics, thirdly, high employee
engagement and reduced cost of training. The results from the present study have indicated
that even though digital simulation is beneficial, in the context of the manufacturing sector,
the study indicated challenges with regard to the development of effective learning experience
through simulations and providing learning material for future readings. The above discussion
indicates there is a need for the study to understand the content of digital simulation tools
devised for the manufacturing sector. This is essential for engaging trainees in the training
program and deriving the complete benefit of the simulation-based training program.

Role of trainers in digital simulations

Trainer’s play an important role in engaging the participants in the training programs. This is
also relevant for the digital simulations training programs. The study results with regards to
the role of trainers in the digital simulation training programs mention that digital simulations
are able to provide real-time experience to the participants and the results also indicate that
this tool is able to match the expectations of the organization. However, they mention that
cost of implementing these tool in the manufacturing sector is expensive as the simulations
include real
situations of manufacturing which might sometimes be challenging for digital simulation
developers.

Ways of implementing digital transformation of Training & Development

Various tools can be effectively used for digital transformation of employee Training &
Development:

Learning management systems (LMS)

An LMS is the core element of digitalized employee training. LMSs support creating and
delivering learning materials to trainees, organizing collaboration and communication

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between trainers and trainees, assessing training results, tracking progress, and more. They are
mostly used in online training but are also suitable for hybrid learning that combines
traditional classroom training and e-learning. While earlier LMSs used to focus on course
administration, modern systems centre on learners and effective distribution of learning
content. If you want to get a full picture of the key LMS functionality, you're welcome to
check our interactive demo.

SharePoint-based LMSs can be a good example of learner-centred modern LMSs. They

enable formal, informal, and social learning due to their collaboration, content and knowledge
management capabilities. SharePoint LMSs provide a possibility to create reusable learning
content within hours, deliver it on desktops and all types of mobile devices. As a result,
employees may undergo training in their workplaces, at home and even on the go.

Mobile applications
Mobile applications serve as an additional element of digitalized training and extend the
capabilities of LMSs. M-learning allows for 24/7 access to training materials from mobile
devices. Thus, learning becomes available even for employees working at distant locations.
Mobile apps can also be used at a post-training phase to brush up employees’ skills. For
example, audio simulation apps can help employees practice communication with customers
through simulations of real-life dialogues.

Extended reality technologies

There are also more advanced forms of digital transformation of employee training and
development that can make learning experience immersive – extended reality (XR)
technologies. These technologies are getting more widespread, despite high costs and time
budget of creating and deploying 3D e-learning content throughout XR environments. XR
includes virtual reality (VR), augmented reality (AR) and mixed reality (MR) technologies.
All of them offer advanced learning opportunities for employees, especially in such practice-
focused industries as manufacturing and healthcare.

i. Virtual reality immerses users in a completely artificial digital environment.

ii. Augmented reality projects virtual objects on the real-world environment.

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 iii. Mixed reality is an intermediate technology between VR and AR. Just like AR, MR
projects virtual objects on the real-world environment, and it also anchors virtual
objects to the real world enabling users to interact with them.

The Impact of Technology on Employee Training

Modern training requires a new approach to learning and employee engagement. How
emerging digital technologies, such as social networks and virtual platforms, can serve your
modern human resource management (HRM) training and development strategy.

Employee training and development remains a vital function of any HR department.

Depending on the size and mission of a company, training can become a major concern as
well. Questions regarding the training process, training and development methods, and
material delivery become paramount in large corporations with hundreds of employees.

This article will cover how technology impacts your training and development processes, no
matter what company size. Whether its innovation in delivery, expanding continuing learning
initiatives, or effectively providing training at high volumes, have a solid grasp on the use of
technology in training and development.

The Use of Technology in Training and Development

Technological training methods continue to evolve. Even basic entry-level jobs have video
packages and tests employees can take to learn the basics and demonstrate their knowledge.
These have become a standard part of many training methods in HRM for distance learning.
Classroom training is sometimes the best approach for learning complex information. New
advances in training and development programs allow large companies to implement virtual
classrooms that allow such training across multiple remote sites without loss in quality.
Another effective training and development strategy is simulation training, where employees
work on seemingly real-life problems through virtual interfaces. With advancements in
technology, training processes in HRM can incorporate simulation training remotely,
sometimes on site (for example, through a computer at a point of sale in a retail environment)
to give employees concrete, hands-on experience.

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How Technology Changes Training in the Workplace

One big change to HR training and development in the workplace is that job education
becomes more engaging and relevant for employees. With virtual training, access to
classroom teaching, and more options for simulation or role-playing, employees can take
advantage of a variety of learning methods that potentially match their learning styles.

For example, new advances in e-learning have emphasized “gamification,” or using gameplay
concepts to encourage learning. And new advances in virtual and augmented reality are
providing HRM specialists with new ways to present information and training materials to
users, including classroom lectures and tests. New technologies provide a positive impact on
employment and development by providing a larger variety of options to reach employees.
Young employees especially expect training that engages them in ways that help them learn
more, and new technologies provide the training development environment that can match
their learning style perfectly. Modern technology can facilitate engagement in multiple ways.
First, it provides the mix of approaches and learning styles that can keep an employee
engaged and interested. A solid training and development program, using mixed learning
styles and media, connects with employees in multiple ways so they get the most out of it.

Second, it improves the potential types of engagement you have with your employees by
providing multiple, flexible feedback channels. Surveys, questionnaires, and performance
data are all available through modern training technologies to help you better assess the needs
of your employees. Furthermore, with the increasingly social nature of technology, you can
communicate with employees during their training to help them retain and act on the
information they receive. Third, new technologies provide multiple ways to incorporate
training into a group or workgroup style of organization. So, instead of simply providing
basic training completed by an individual employee, you can also build team exercises that
tie together remote participants, or leverage simulations to get trainees thinking and working
through more collaborative means.

Training and development is not a one-stop shop for employee learning. With emerging
social media technologies, VR and augmented reality platforms, and new responsive online
interfaces, you can better engage your employees through cutting-edge training methods. This
kind of training can improve employee engagement upon hiring or on an everyday basis.
With staff training and development methods that engage different learning styles and media

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—and keeps things fun—your company will have a staff that is productive, well-educated,
and invested in the future of your business.

The Malaysian Context: Employee Training and Development.

In Malaysia, the culture of learnings is poor. Human Resources Management and the Leaders
in an organization need to play a big role in allowing and encourage employee to attend and
participate and motivate employee to be more pro-active and to create individual who thinks
bigger and broader. Human resource department plays a vital role in creating the relationship
and ensure the employees are being well taken care of and the wellbeing of employee are one
of the priority of employers. Training and development are not only about on the job training
but also preparing employee with their mental, emotional and physical status. Organizational
productivity is highly driven by employee’s growth and productivity. Top management and
leaders need to have a strategic planning and workforce management to upskill the talent
growth. Skill acquisition should always be a priority for any organization along their
organization growth and success. (Muhamad & Idris 2005). On the employee perspective,
most Malaysia culture are driven by monetary value and comfort zone. The attitude of
challenging themselves, growing the knowledge and skills, being more proactive and self-
driven attitude to perform better are lacking among Malaysia culture. Most of them are
satisfied with current job and the salary and doesn’t want to do anything extra.

Conclusions
Organizations are operating in a highly dynamic business environment and there are many
uncertainties both in the domestic and international markets. The role of employee
productively is important from the context of a dynamic business environment. The changes
in the business environment are more from the context of digital technology. Therefore,
organizations are moving towards digital manufacturing and services. This digitalization has
also paved way for the development of training programs through a digital simulation training
program. The present study has evaluated the effectiveness of digital simulations method of
training, the study findings show that digital simulations are able to enhance the job
performance of the employees, however, from the context of the manufacturing sector, the
content of training programs needs to be developed to match the expectation of manufacturing
sector. Overall, digital simulations are effective in training pro-grams. The direction with
regards to future studies need to include other manufacturing sectors such aerospace, pharma,

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and agro related manufacturing, this would provide new directions to understand the digital
simulations and improve the engagement of trainees in these training programs.

Recommendations
The demand for trained workers with skills and knowledge related to topics like IoT and AI is
growing according to their increasing relevance in industry. This leads to new expectations
being placed on companies to raise awareness of these topics. A new training concept is
required which is easy to understand, adaptable to different circumstances, flexible, location
independent, future-oriented through arbitrary expansion possibilities and adjustable to
different levels of education without losing touch to manufacturing applications. A low-
threshold, mobile and low-cost training concept meeting these demands has been presented
clarifying the requirements through a modular approach, which includes the character of an
IoT system based on an edge device and a cloud service. It can be applied through different
learning factories, teaching factories or learning events. Future research activities focus on the
development of further use cases for different manufacturing areas such as shop floor
management or quality management in order to have a large variety tool kit which can be
adapted flexibly on training demands.

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evaluation. Association for Talent Development.

Rodriguez, J., & Walters, K. (2017). The importance of training and development in
employee performance and evaluation. World Wide Journal of Multidisciplinary Research
and Development, 3(10), 206-212.

Majeed, A., & Shakeel, S. (2017). Importance of Training and Development in the
Workplace. International Journal of Scientific & Engineering Research, 8(4), 498-504.

Khan, R. A. G., Khan, F. A., & Khan, M. A. (2011). Impact of training and development on
organizational performance. Global journal of management and business research, 11(7)

Appendix

Christian Kuhn, Dominik Luck (2021). Supporting the Digital Transformation: A Low-
Threshold Approach for Manufacturing Related Higher Education and Employee Training.
647–652

Abstract:
The technologies of digital transformation, such as the Internet-of-Things (IoT), artificial
intelligence or predictive maintenance enable significant efficiency gains in industry and are
becoming increasingly important as a competitive factor. However, their successful
implementation and creative, future application requires the broad acceptance and knowledge

Page 18 of 31
of non-IT-related groups, such as production management students, engineers or skilled
workers, which is still lacking today. This paper presents a low-threshold training concept
bringing IoT-technologies and applications into manufacturing related higher education and
employee training. The concept addresses the relevant topics starting from IoT-basics to
predictive maintenance using mobile low-cost hardware and infrastructure.

PraveenM Kulkarni, VAppasabaPraya, Gokhale, Basavaraj Tigadi (2021). Role of digital

simulation in employee training. 146-157

Abstract:
The development in the digital world has influenced training programs for the employees; this
indicates that skills and information provided by the traditional training programs need up-
gradation in the digital environment Tools of digital technology act handy in the training
programs of the employees. These digital technologies such as simulation in training promote
creativity and high order thinking among the employees. The main focus of the present study
is to indicate the level of effectiveness of digital simulation methods of training in the
organization. The study was conducted on two groups of employees from information
technology companies based in Bangalore. The first group responded with regards to the
training method and the second group of trainees included the digital simulation method of
training. The results indicated that the digital simulation method of training was more
effective than the traditional method of training. This suggests that the application of digital
simulation training tools assists in training programs to train employees in the digital
economy.

Anderson, et al., Video games in the english as a foreign language classroom, in: thesecond
IEEE international conference on digital game and intelligent toy enhanced learning, 2008,
pp. 188–192.

Abstract:
The purpose of this study was to investigate potentials of and to identify factors relevant to
computer games at the center of a course curriculum. In order to improve the English listening
ability of foreign language learners in Taiwan, two types of lessons were developed for
Americapsilas Army, a free-for-download FPS military game. The current study compared

Page 19 of 31
different factors that contribute to the possible success of lessons that use video games as their
core material. A deeper impression of the feasibility of using in-game dialogue for language
learning was. Assessment of listening comprehension was conducted in pre- and post-tests.
The study shows students feel they can learn English through a course that uses computer
games and gives directions for further research.

SL Thorne, in: Transcultural Communication in open Internet Environments and Massively

Multiplayer Online Games, Mediating Discourse Online, 2008, pp. 305–327.

Abstract.
This chapter examines online gaming and open Internet environments as informal settings for
second language (L2) use and development. The text begins by contextualizing
communication technologies use within broader demographic, historical, and sociological
frameworks. This discussion suggests the existence of a deeply problematic school-world
divide between the goals and processes of conventional institutionalized schooling on the one
hand and students’ increasingly mediated interpersonal, recreational, and professional lives on
the other. Two categories of online interaction are then explored: (a) various cases of Internet-
mediated intercultural communication that largely, or fully, occurred outside of instructed L2
classroom settings, and (b) a case study of multilingual transcultural communicative activity
occurring in the massively multiplayer online game, World of Warcraft. The case studies
suggest that these contexts are sites of frequent and highly meaningful communicative activity
for participants. In conclusion, an argument is made for continued exploration of new media
genres of language use and their selective inclusion into instructed L2 pedagogy, processes,
and curricula.

PM Kulkarni, et al., IOP Conf. Ser.: Mater. Sci. Eng, 925, 2020.

Abstract.
The evolution of Industry 4.0 has influenced the manufacturing sector with the latest
technology for improving the manufacturing process. This study is carried out to understand
and upgrade information with regards to small and medium enterprises (SMEs). In the context
of the above study, the manufacturing strategies of small and medium enterprises (SMEs) are
evaluated for the adoption of Industry 4.0. The main purpose of this study is to identify the
opinions of the small and medium enterprises (SMEs) in Belagavi District of Karnataka state

Page 20 of 31
on the manufacturing strategy for the adoption of Industry 4.0 technology for improving
manufacturing. This research used a structured questionnaire with a sampling method of
random sampling with a nominal and Likert Scale of 67 small and medium enterprises
(SMEs) in the manufacturing of auto-component products. The data was analysed through
advanced statistical tool Structural Equation Modelling for understanding the results. A major
contribution from this study has highlighted the challenges influencing the manufacturing
strategy of small and medium enterprises (SMEs) for the adoption of Industry 4.0 and has
suggested measures to overcome these challenges through actual application of Industry 4.0
manufacturing strategy

L. Tan, K. Yu, F. Ming, X. Chen, G. Srivastava, Secure and Resilient Artificial Intelligence of
Things: a HoneyNet Approach for Threat Detection and Situational Aware-ness, IEEE
Consumer Electronics Magazine, 2021.

Abstract:
Artificial Intelligence of Things (AIoT) is emerging as the future of Industry 4.0 and will be
widely applied in consumer, commercial, and industrial fields. In AIoT, intelligent objects
(smart devices), smart gateways, and edge/cloud nodes are subject to a large number of
security threats and attacks. However, the traditional network security approaches are not
fully suitable for AIoT. To address this issue, this article proposes a HoneyNet approach that
includes both threat detection and situational awareness to enhance the security and resilience
of AIoT. We first design a HoneyNet based on Docker technology that collects data to detect
adversaries and monitor their attack behaviours. The collected data are then converted into
images and used as samples to train a deep learning model. Finally, the trained model is
deployed in AIoT to perform threat detection and provide situational awareness. To validate
our scheme, we conduct HoneyNet deployment and model training on the Site Where AIoT
platform and construct a simulation environment on this platform for threat detection and
situational awareness. The experimental results demonstrate the feasibility and effectiveness
of our solution.

P. Kulkarni, R. Mutkekar, S. Ingalagi, Role of strategic management for employee

engagement and skill development for start-ups, Vilakshan - XIMB J. Manag. 17 ( 12 )(2020)
-95.

Page 21 of 31
Abstract:
Purpose – Start-ups are the new avenues for innovation and employment. Strategic
management is critical for employee engagement and skill development of start-ups. This
study aims to understand the impact of strategic management on employee engagement and
skill development.
Design/methodology/approach – The study attempts to identify principal factors of strategic
management influencing employee engagement and skill development. Structural equation
modelling has been used to understand effects of the study.
Findings – The study results have shown the challenges concerning employee skill
development and reflected on importance of the employee engagement programmes for the
growth of the human resource in the start-ups.
Research limitations/implications – The study has confined to strategic management for
employee engagement and skill development. However, studies related to challenges
encountered by start-ups in the specific areas of marketing, operations and finance, etc. would
provide more detailed impact on the growth of start-ups.
Practical implications – This study provides an insight into strategic management for
employee
engagement and skill development. The results would provide directions for improving
strategy management from the perspective of employee engagement and skill development.
Social implications – The study on start-ups provides a direction to the owners of start-ups to
understand the importance of strategic management and human resource management for
building strong enterprising which can provide employment opportunity for the youth of the
nation and improve the society at large.
Originality/value – This paper is an attempt to provide directions for managing challenges
from the perspective of employees’ engagement and skill development, which is essential for
growth and sustainability in the future.

P. Gokhale, P.M. Kulkarni, et al., Creating high-performance work system in technology

startups, in: L. Garg (Ed.), Information Systems and Management Science.ISMS 2020.
Lecture Notes in Networks and Systems, 303, Springer, Cham, 2022.

Abstract
Modern manufacturing provides an opportunity to invest in the latest technologies and
systems for improving productivity. Innovative technologies and systems such as the High-

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performance work system enhance the skills of the employees. This study is undertaken to
understand the relationship between objectives of the implementation of High-performance
works system and its application in technology startups, and to gain a deeper understanding of
the implementation of High-performance works system in technology startups further, the
study also considers the role of managerial capabilities required for the effective
implementation of a High performance works system in technology startups. The data used
for the study was collected from 28 Technology start-ups in Karnataka, India, using a
structured questionnaire. The results have indicated that the role of managerial capabilities
and clarity with regards to objectives of the implementation of a High-performance works
system is paramount for effective implementation in technology startups.

A.Gegenfurtner, C. Quesada-Pallarès, M. Knogler, Digital simulation-based training: a meta-

analysis, Br. J. Educ. Technol. 45 (6) (2014) 1097–1114.

Abstract
This study examines how design characteristics in digital simulation-based learning
environments moderate self-efficacy and transfer of learning. Drawing on social cognitive
theory and the cognitive theory of multimedia learning, the meta-analysis psychometrically
cumulated k = 15 studies of 25 years of research with a total sample size of N = 2274 learners.
The findings indicate that high levels of user control result in higher estimates of self-efficacy
and transfer. Offering assessment feedback after rather than during training led to higher
efficacy beliefs and transfer. Effects of social, narrative and multimedia characteristics were
no significant. Implications for computer-based instructional design and directions for future
research associated with motivational outcomes in technology-enhanced learning are
discussed.

C. Pons Lelardeux, M. Galaup, H. Pingaud, C. Mercadier, P. Lagarrigue, A method to balance

educational game content and lesson duration: the case of a digital simulation game for nurse
training, in: International Conference on Interactive Collaborative Learning, Springer, Cham,
2019, pp. 125–136.

Abstract
In recent years, there has been an increasing interest for training future Healthcare
professionals using a digital real like professional environment. An innovative interactive

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digital environment has been designed to train nurses to organize their job in a medical unit
which hosts until fifteen patients. A set of interactive scenarios has been embedded in this
game-based simulation. One of the critical point is to fit the educational content included in a
scenario to the lesson duration. In this article, we present the method used to find a good
balancing act between the time required to achieve a scenario and the educational content
embedded in a digital game scenario.

M. Roitman, R.B. Sollero, J.J. Oliveira, Real time digital simulation: trends on technology
and T&D applications, in: IEEE PES Power Systems Conference and Exposition, IEEE, 2004,
pp. 1767–1769. 2004.

Abstract:
Power system simulation tools are required for operational and expansion planning studies,
testing of control and protective relay systems, development of new technologies and also for
training and education, often demanding a detailed three-phase representation of the electrical
system. Elaborated models for control-assisted equipment, incorporating firing pulses and
switching devices representation, may be necessary in many cases. Real-time digital
simulators have been presenting continuous improvements for the last two decades, and are
presently used for several different situations. This paper presents some of the technological
trends for these simulators, and examples of their applications for power transmission and
distribution systems.

G. Chryssolouris, D. Mavrikios, N. Papakostas, D. Mourtzis, G. Michalos, K. Georgoulias,

Digital manufacturing: history, perspectives, and outlook, Proc. Inst. Mech.Eng. Part B J.
Eng. Manuf. 223 (5) (2009) 451–462.

Abstract:
Digital manufacturing has been considered, over the last decade, as a highly promising set of
technologies for reducing product development times and cost as well as for addressing the
need for customization, increased product quality, and faster response to the market. This
paper describes the evolution of information technology systems in manufacturing, outlining
their characteristics and the challenges to be addressed in the future. Together with the digital
manufacturing and factory concepts, the technologies considered in this paper include
computer-aided design, engineering, process planning and manufacturing, product data and

Page 24 of 31
life-cycle management, simulation and virtual reality, automation, process control, shop floor
scheduling, decision support, decision making, manufacturing resource planning, enterprise
resource planning, logistics, supply chain management, and e-commerce systems. These
technologies are discussed in the context of the digital factory and manufacturing concepts.

D. Mourtzis, N. Papakostas, D. Mavrikios, S. Makris, K Alexopoulos, The role of simulation

in digital manufacturing: applications and outlook, Int. J. Computer Integr.Manuf. 28 (1)
(2015) 3–24.

Abstract:
Digital manufacturing technologies have been considered an essential part of the continuous
effort towards the reduction in a product’s development time and cost, as well as towards the
expansion in customisation options. The simulation-based technologies constitute a focal
point of digital manufacturing solutions, since they allow for the experimentation and
validation of different product, process and manufacturing system configurations. This article
investigates simulation-based applications in a series of different technological and
manufacturing domains. First, this article discusses the current industrial practice, focusing on
the use of information technology. Next, a series of simulation-based solutions are explored in
the domains of product and production process design, as well as in the area of enterprise
resource planning. The current technologies and research trends are discussed in the context
of the new landscape of computing hardware technologies and the emerging computing
services, including the initiatives comprising both the Internet cloud and the Internet of things.

Taha El-Omari NK: Cloud IoT as a Crucial Enabler: a Survey and Taxonomy MAS, 13 (8)
(2019), p. 86

Abstract:
Commonly, the technology of information scales by an order of magnitude and with high
probability reinvents itself every five years or so. However, the long-standing dream has
definitely become a reality today that saying you need merely a credit card to get on-demand
instant accesses to a large pool of thousands, if not millions of computers founded in tens of
data centers scattered across the globe. As a matter of fact, Cloud Computing is indeed a new
radical paradigm shift that evolved out of utmost needs for hosting and delivering all the

Page 25 of 31
things electronically as well-defined services over the Internet. Its aim is not only to provide
improved computerized services but also innovative ones to every user from ordinary-home
end-users to professional workers. Another further long-held dream of computing that has
recently emerged as a reality is the Cloud IoT paradigm where the cloud-based application
platforms are enhanced to generate smart decisions and usable intelligence based on Internet-
connected semi-autonomous smart small sensors that can sense, interrupt, and interchange
data between each other as well as with the same computing clouds. With the intention of
reaching the right cloud computing vision, it is, however, insufficient to just track a set of
research and development actions that address the major concerns without practical support
from both industrial and research communities. Rather, there is a necessity to enact a series of
insight development strategies and policies that not only ensure that the right issues are well-
timed addressed, but also that the most appropriate actions are taken and accomplished.
Additionally, one of the key points to consider in this paper is that this in-depth evaluation of
using Cloud computing may find points lacking in the cloud environments that could open up
new research opportunities to be further investigated or enable new speed-to-market
scenarios.

Bashir, N., & Long, C. S. (2015). The relationship between training and organizational
commitment among academicians in Malaysia. Journal of Management Development.

Abstract:
The purpose of this paper is to address the question “what is the relationship between
employees’ perception on training and employees’ organisational commitment?” using the
widely accepted theories of three-component model of organisational commitment and
training-related variables.

Hee, O. C., & Jing, K. R. (2018). The Influence of human resource management practices on
employee performance in the manufacturing sector in Malaysia. International Journal of
Human Resource Studies, 8(2), 129-147.

Abstract:
The purpose of this study is to examine the relationship between Human Resource
Management (HRM) practices (Compensation and Benefits, Work-life Policies, Performance
Appraisal and Training and Development) and employee performance. Data was collected

Page 26 of 31
through questionnaire from 161 employees of a manufacturing company in Johor, Malaysia.
The results of the multiple regression analysis showed that performance appraisal and training
and development were significantly related to employee performance. The findings suggested
that training and development is the most important factor that positively influences employee
performance followed by performance appraisal. Compensation and benefits and work-life
policies were found to be not significant in predicting employee performance. In relation to
these findings, human resource department shall have designed suitable training plan with
comprehensive and consistent performance appraisal system for the employees.

EL Hajjar, S. T., & Alkhanaizi, M. S. (2018). Exploring the factors that affect employee
training effectiveness: A case study in Bahrain. Sage Open, 8(2), 2158244018783033.

Abstract:
Training is a systematic way to improve the performance of employees, and it provides a link
between job requirements and the current job specification of the employees. In addition,
training requires time, energy, and money. At this juncture, organization must look for the
needs to evaluate training programs and assess its impact on both performance and behaviour
of trainees. This study aimed to explore the factors affecting the training 18 effectiveness of
training programs, in the Kingdom of Bahrain. A survey questionnaire was used as a tool to
gather data to answer the research questions in this study, the weighted mean was used to
measure the central tendency on each dimension in the questionnaire. Likewise, a correlation
test was used to find out the relationship between the contents, training environment, facilities
and materials, training schedule, presentation style from one side with the training
effectiveness from other side. Moreover, regression test examined the effect of the factors on
training effectiveness. Survey questionnaires were distributed to trainees to collect the
primary data for the research; the response rate was more than 65%. The results of the survey
suggested that the respondents had neutral perceptions on all factors. Likewise, it could be
concluded that there was a strong positive linear correlation between the five factors and
training effectiveness. This result supported training managers in designing the training
programs. In addition, instructional designers and trainers might be able to identify the
features of training programs by maximizing the output redounded to the learning abilities and
skills of the trainees

Abdullah, H. (2009). Major challenges to the effective management of human resource

Page 27 of 31
training and development activities. Journal of International Social Research, 2(8).

Abstract:
Human resource training and development (HR T&D) in manufacturing firms is a critical
aspect of the development of a knowledge-workforce in Malaysia. The objective of this study
is to examine challenges to the effective management of HR T&D activities in manufacturing
firms in Malaysia. In order to achieve this objective, in-depth interviews were conducted with
58 HR managers managing employees’ training and development, employing a purposive or
judgmental sampling technique. The study revealed three major challenges to the effective
management of HR T&D. These include a shortage of intellectual HRD professionals to
manage HR T&D activities, coping with the demand for knowledge workers and fostering
learning and development in the workplace. It is hoped that the findings of this study will
provide HR professionals with a clear understanding and awareness of the various challenges
in managing effective HR training and development. Hence, relevant and appropriate policies
and procedures can be developed and implemented for an effective management of HR T&D.

Muhamad, M., & Idris, K. (2005). Workplace learning in Malaysia: the learner's
perspective. International Journal of Training and Development, 9(1), 62-78.

Abstract:
This paper offers a scenario of workplace learning as practiced in Malaysia. Based on survey
research, the article describes learner profiles, learning provision and pattern. The analysis
shows that Malaysians participate in formal workplace learning as part of their employment
activities. Workplace learning in Malaysia is contextual, promoted by the political-economic
agenda of a nation aspiring towards fully developed status. Workplace learning is also
affected by factors such as learners’ socio-cultural, economic and psychological status, and
employers’ role and support.

Mulang, A. (2015). The importance of training for human resource development in

organization. Journal of Public Administration and Governance, 5(1), 190-197.

Abstract:
Human resource makes up primary element of an organization. Human resource training and
development are absolute necessities for it. In pragmatic, training and development

Page 28 of 31
programhave positive influence on both individual and organization.Training Need Analysis
(TNA).performance problem, new system and technology and also automatic and habitual
training It is a need analysis at the workplace which is specifically meant to find what actually
training needs as a priority. Information of the needs will help organization in
employinresources effectively and prevent unnecessary training activity.

ABDULLAH, H. (2010). Delineating and Charting the Systematic Approach of HRD

Process. Journal of International Social Research, 3(11).

Abstract:
The purpose of this paper is to delineate the systematic approach of HRD process.
Specifically, the systematic process of ‘why’, ‘how’, ‘where’, and the ‘when’ of HRD will be
deliberated. A review of the relevant literature was conducted both manually and through the
computerised database. This paper presents a systematic process flow chart of each step in the
HRD process. This review will contribute to the HRD literature in which the ‘why’, ‘how’,
‘where’ and the ‘when’ of the HRD process is charted and modelled.

Kirkpatrick, J. D., & Kirkpatrick, W. K. (2016). Kirkpatrick's four levels of training

evaluation. Association for Talent Development.

Abstract:
South African universities are increasingly enrolling students from a variety of educational
backgrounds. This brings in diversity in levels of language and learning ability and
universities face the challenge of adjusting their curricula to meet the academic needs of the
different learners. This paper documents our experiences and those of students and teachers
on a course that we introduced at a university in South Africa to address student diversity and
integrative learning in a higher institution of learning. A five-pronged, spiralling, examinable
course entitled “Medical Thought and Practice” was explicitly designed to address integrative
learning for a diverse student body in medical education. Five components were designed to
address preparation for and practice in integrative learning. These were: “Learning and
Language”, “Logic and Critical Thinking”, “Medical Terminology”, “Integrating Problems”
and “Health Systems Dynamics”. The methods we used to gather students” reflections
reported in this paper were two-fold. Firstly, a student feedback questionnaire was

Page 29 of 31
administered to all first-year students at the end of the first and second semesters when the
course was first introduced. Secondly, pertinent students’ reflections were extracted from in-
depth interviews and focus group discussions during the 4th and 5th years of implementation
of the course. Most students’ experiences with the value of the course in enabling integrative
learning were positive, increasingly so as their exposure to it increased. Some students
reported that they acquired lifelong skills in critical thinking, problem solving and the ability
to integrate material from different sources.

Rodriguez, J., & Walters, K. (2017). The importance of training and development in
employee performance and evaluation. World Wide Journal of Multidisciplinary Research
and Development, 3(10), 206-212.

Abstract:
With the rapid rise of the digital revolution, indirect service offerings to the customers through
third parties, now referred to as the sharing economy, have become the norm for many
operations. This has some implications both on the general service provisions and key
operational aspects such as how to motivate the service suppliers and who is responsible for
that. This study evaluated the operations of one ride-sharing company and sought to
understand the motivation of the service suppliers from a triadic perspective of employer
(firm), service supplier (driver), and customer rather than the traditional employer-employee
perspective. A cross-sectional descriptive design was used. The drivers were generally
contented with the remuneration and reward system as well as the training and development
opportunities. The findings showed that the firm has not focused as much on motivating its
drivers from the customer-related side.

Majeed, A., & Shakeel, S. (2017). Importance of Training and Development in the
Workplace. International Journal of Scientific & Engineering Research, 8(4), 498-504.

Abstract:
The main objective of this research was to examine the importance of training and
development in the workplace. Training and development is the most important for the
workplace effectiveness. Training is focus on today’s activities of the organization and
development is focus on the future tasks and responsibilities. Training and development is one

Page 30 of 31
of most important tool of HRM to increase organization’s output and competencies. This
research is quantitative and secondary in nature. The data was collected from banking sector
of Pakistan. The 200 sample size is used. This study concludes that there is an impact of
training and development on the performance of workplace. Also it recognizes that the ability
and skills of employee is helpful for the performance of organization and this skill are come
from training and development.

Khan, R. A. G., Khan, F. A., & Khan, M. A. (2011). Impact of training and development on
organizational performance. Global journal of management and business research, 11(7)

Abstract:
The focus of this study was to determine the impact of training and development on the
employees’ performance and effectiveness at District Five Administration Office, Addis
Ababa, Ethiopia. In this study we employed cross sectional institutional based quantitative
research method. Data were collected using Likert’s scale tool from 100 employees after
selecting participants using systematic random sampling technique. Ninety-four complete
questionnaires with a response rate of 94% were considered during analysis. Training and
development had positively correlated and claimed statistically significant relationship with
employee performance and effectiveness. It is recommended that District Five
Administration Office shall maintain providing employee training and development activities
and ensure the participation of employees in planning, need or skill deficit identification and
evaluation of training and development programs.

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