We believe organizations use only a fraction of the competencies that their employees have or can acquire. This, for us, is the primary source of customer expectation and delivery. Our Simulate-Assimilate-Asses model aptly addresses this gap and the change is measurable. It is a much more retainable experience for the participants.
Our model is based on Kolb's Learning Cycle. Concrete Experience and Generalization are two fulcrums of our model. Concrete Experience is provided through simulation of the real life situation. Similarly, Generalizations are provided by allowing the participants to assimilate what they have gone through after relevant simulation/ learning programs. These are supported with assessments to check (a) participants' observations after the experience, and (b) if the participants have developed the competencies to the right depth as required for applying the ideas.
Our assessments in conjunction with our simulation games and e-Learning programs provide exclusive solutions. They (a) help learners take up relevant learning and bridge their skill gaps, based on assessments that are time and cost-efficient, (b) monitor performances and competencies, organization-wide globally.
Each one of the above features has been developed in consultation with the industry. As a result, the features take into account the practical aspects faced by the assessment administrators, hiring managers and learning architects. We truly believe that the best way to measure somebody's skill is to make him/her do the exactly the same things during the simulation process which are done at the workplace. We also need to check the thought process of the participants behind such activities. We have over two decades of experience in running open assessments and have gathered enough data to provide valid and reliable tests. Similarly, we have experience of creating e-learning programs, for marquee clients, for over a decade now.
Simulation is an imitation of a real-world process or system, over time. The act of simulating something first requires that a model be developed; this model represents the key characteristics or behaviors of the selected physical or abstract system or process. The model represents the system itself, whereas the simulation represents the operation of the system over time. Simulation is used in many contexts, such as simulation of technology for performance optimization, safety engineering, testing, training, education, and video gaming. Training simulators include flight simulators for training aircraft pilots to provide them with a life-like experience. Simulation is also used with scientific modeling of natural systems or human systems to gain insight into their functioning. Simulation can be used to show the eventual real effects of alternative conditions and courses of action and is also used when the real system cannot be engaged, because it may not be accessible, or it may be dangerous or unacceptable to engage, or it is being designed but not yet built, or it may simply not exist.
Until recently, simulations in the management development context have been mainly limited to domains in which knowledge could be modeled in quantitative terms, such as in finance, economics, operations etc. But marketing, people management and certain aspects of general management, in which managers’ effectiveness ultimately boils down to ‘decide on the right numbers’ are being simulated now. Simulations like change management challenges participants to effectively diagnose organizational contexts as well as to design and implement effective strategies to interact with people in professional contexts. The underlying models in such programs are hence not quantitative but rather reflect the insights and analytics gained in disciplines such as personality and social psychology, social network analysis and dynamics, providing new ways for validating such models.
Through assimilation, we absorb new information or experiences. Through this process, we add new information to our existing knowledge base, sometimes reinterpreting these new experiences so that they will fit in with previously existing information. Our assimilation methodology is primarily through e-learning contents, which are delivered through our e-learning portal for pre and post readings related to a simulation game. Thus, we provide complete learning experience to the end users.
We recognize that every company has its own unique learning needs. Our wide range of learning solutions help you achieve business goals by creating the most suitable digital content in conjunction with the simulation games, for your needs. With over a decade of effective e-learning design and delivery, we provide virtual learning that is like no other.
While simulation games assess participants on results, the assessments tests for competencies. We use competency assessment solutions along with simulation games only. Our online assessment engine and evaluation tool makes assessments efficient, fast, transparent and fair. In today's scenario, competence assessments are adopted to guide employees to powerful learning experiences, reduce learning curves, and, confirm skills, knowledge and attitudes. Although online, the tool helps in creating different assessments forms that usually appear in the traditional pen and paper examination method. These tests can then be administered to users or groups of users across locations, quickly and easily. The easy-to-use evaluating and reporting features make the post-test process smooth and accurate.