Is It Too Much? Virtual Safety Training

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Syda Productions/Shutterstock

Let it be said that Health and Safety training has not always had the greatest reception in most organizations. It is often perceived as dry, directive, outdated and, due to the mandatory nature of several Health and Safety components, simply a ‘must-do’ in order to get on with the business of the day.

It is no wonder that most employers are looking for effective and engaging methods to change how health and safety training is delivered in the modern workplace.

Enter virtual safety training.

Using existing virtual technology, employers can now offer simulated settings to any workplace that provide the feeling of a real-life situation in a safe and secure environment.

Human Condition Systems has developed virtual training programs for numerous environments. These programs simulate potentially dangerous work settings so that workers can develop effective responses to extremely stressful situations. The most recent program introduced by Human Condition Systems is a virtual training tool which can be used to prepare workplaces and employees to respond to active shooting situations.

Click here to read the article and watch the promotional clip.

As Canadians we may not perceive this type of ‘extreme’ training tool as necessary. We pride ourselves on having low incidents of violent workplace shootings but they do exist. Perhaps the introduction of this type of technology will allow for more discussion, more engagement and more safety preparedness linked to the possibilities of real threats to and within our current workplaces.

If a virtual reality program helps save one person’s real life in the workplace, then maybe the time has come for this change.

Discussion Questions:

  1. What types of industries do you think would benefit from offering virtual safety training to employees?
  2. What types of risks might be related to the introduction of virtual safety training in Canadian workplaces?
  3. What was your reaction to the video clip embedded in this article?


HR’s Role in Economic Predictions

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Source: Wavebreakmedia/Shutterstock

There is no doubt that the retail sector is a huge industry in Canada.  Many of us have worked in this environment, somewhere along the way, on our individual employment journeys.  There is also no doubt that the retail sector is going through significant challenges and changes that will continue throughout our employment lifetimes.

Click Here to Read the Article

The shift to online shopping has to be one of the most significant changes influencing the retail industry.  As customers, we can now enjoy the ease of online shopping in our pajamas, every day, without ever leaving the comfort of our homes.

From an employment and staffing perspective, it is interesting to note that this article does not speak to the impact on the existing workforce.  Will the need for smaller stores and increased online presence for a retailer like Walmart have an impact on its employees? Will this impact be positive and/or negative?  Absolutely! Just because it is not identified does not mean it does not exist.

This is our challenge, as HR Professionals – we need to be cognizant of these types of industry predictions.  We cannot be blind to patterns in industry that are laid out for us to consider from an employment, staffing, and workforce perspective.  Too often, we leave the industry and economic predictions to others in the organization to process and consider.  Our challenge is not to just monitor the changing economic environment and industry forecasts; but to identify the real issues that will arise because of these changes and chart the right course for the future.  Forecasting is an activity full of risk, but it is a necessary task, as it must identify potential impacts for the employees that we, as Human Resources professionals, serve.

Discussion Questions:

  1. How do I shop differently now from the way I shopped three years ago?
  2. What are three positive impacts on employees who work in the changing retail sector?
  3. What are three negative impacts on employees who work in the changing retail sector?
  4. What are key skills or traits that a Human Resources Professional needs for working within a retail environment to ensure accurate workforce forecasting?