Introduction
The programme “Training Through Augmented Reality Simulations for Field Learning Experiences” develops professional practice in Training and Learning. It connects the subject with workplace challenges by examining existing evidence and practices and choosing methods appropriate to the organization and its available resources.
The learning progresses from engineering design, modeling, and simulation to data analysis and decision support, with practical work on training design and measurement of learning transfer, applied research, evidence development, and recommendations, performance, competency, and individual development management. Participants prepare outputs to support workplace application and review the quality and results of implementation.
Learning objectives
- Build an engineering model and assess its assumptions, limitations, and verification results in an application related to “Training Through Augmented Reality Simulations for Field Learning Experiences”.
- Design a training intervention that begins with a performance gap and ends with evidence of application.
- Prepare an applied study connecting the research question, data, analysis, and recommendation.
- Build a performance agreement, feedback process, and development plan tied to specific gaps.
- Turn available data into documented analysis that supports a specific professional decision.
Learning areas
1. Engineering Design, Modeling, and Simulation
- Translate needs into requirements, design limits, and load or operating cases, documenting criteria and references relevant to the case.
- Prepare an engineering model showing dimensions, materials, relationships, and constraints, and review consistency between drawings, assumptions, and inputs.
- Select a simulation method suited to the problem, define boundary conditions, and examine the sensitivity of results to input quality and model settings.
- Compare outputs with a reference calculation or available test data, distinguishing calculation accuracy from the validity of the model's representation of reality.
- Prepare a design report explaining results, limitations, risks, and required modifications, specifying matters requiring specialist engineering review and approval. The application examines a case related to “Training Through Augmented Reality Simulations for Field Learning Experiences”.
2. Training Design and Measurement of Learning Transfer
- Analyze performance gaps at organizational, job, and individual levels, and verify that training addresses a cause related to knowledge or skill.
- Write observable learning objectives, define entry requirements, and link each objective to a training activity and assessment evidence.
- Build a sequence of content, activities, and practical cases, balancing explanation, experimentation, and feedback within the available time.
- Select suitable learning methods, face-to-face delivery, and digital learning, and ensure accessibility, material quality, and delivery instructions.
- Design pre- and post-learning assessments and a follow-up plan with the line manager to measure application and identify additional support needs.
3. Applied Research, Evidence Development, and Recommendations
- Frame a research question or practical problem suitable for study, and define the subject boundaries, context, and outcome the research will support.
- Review sources relevant to the question, assess their reliability and currency, and distinguish direct evidence from opinion and inference.
- Select an appropriate method, instrument, and sample, explaining limitations and obtaining approvals and protecting privacy when collecting data from people.
- Organize and analyze data and relate findings to the question, avoiding generalizations unsupported by the sample or causal conclusions based only on correlation.
- Write specific, actionable recommendations with responsibilities, resources, and indicators, and include source documentation and limitations of conclusions in the applied report.
4. Performance, Competency, and Individual Development Management
- Translate unit objectives into agreed individual results, specifying weights, success criteria, and sources of performance evidence.
- Define competencies using observable levels and behaviors, and connect assessment to role requirements without broad personal judgments.
- Conduct a follow-up discussion covering achievements, obstacles, and required support, and record facts and commitments professionally.
- Analyze performance gaps to distinguish causes related to skills, procedures, resources, and motivation, and select an intervention suited to the cause.
- Prepare a development plan with practical tasks, support, and review dates, and monitor the transfer of learning into actual work results.
5. Data Analysis and Decision Support
- Frame an analytical question linked to a specific decision, and define the unit of measurement, time period, and data needed to answer it.
- Check data quality for completeness, accuracy, consistency, and duplication, and document cleaning steps and limitations on reliance.
- Select appropriate comparisons, indicators, and charts, and distinguish statistical correlation from causal explanations of results.
- Interpret results in the work context, test assumptions and unusual values, and present alternatives and their associated uncertainty.
- Prepare an analytical report containing the finding, recommendation, data source and date, review owner, and next follow-up step.
Practical outputs
- Design specifications, a simulation model, and a verification and review report.
- A needs analysis, concise learning package, and application evaluation plan.
- An applied research plan, data collection tool, and findings and recommendations report.
- A performance agreement card, individual development plan, and review session guide.
- A dashboard and decision memo explaining the data, assumptions, and alternatives.
Who should attend
- Practitioners, specialists and supervisors whose work relates to the programme subject.
- Managers and teams working in training and learning, according to their practical responsibilities.
- Professionals responsible for applying the outputs of “Training Through Augmented Reality Simulations for Field Learning Experiences” within their organizations.
Prerequisites
- Working familiarity with the programme field and the ability to discuss a professional case or challenge.
- Confirm the suitability of your experience and any specialist prerequisites with the Union before participation.
Conclusion
The programme “Training Through Augmented Reality Simulations for Field Learning Experiences” brings together concepts, case review and a practical application. Participants prepare steps that can be adapted to their responsibilities and organizational resources, with an indicator to follow application and review results after returning to work.
Participation arrangements and any special requests are specified in the confirmation issued by the Union.