Development of additional training elements for the prevention of tripping, slipping and falling accidents supported by the use of virtual reality using the example of companies of steel production and postal and parcel delivery (ENTRAPon)

Status:

ongoing

Aims:

The aim of the project is the development and evaluation of a training package consisting of theory-based STOP-sensitization (training and VR-based warehouse simulator) and perturbation training for the prevention of tripping, slipping and falling accidents in two companies. The effect of the training package is empirically investigated using a pre-post-test design (with three measurements: one pre-test, two post-test measurements) with two training groups and one control group. The sustainable effect of the training package is checked by one additional measurement in the companies several weeks after the training. The effectiveness measurements include transfer tasks in VR-based realistic, hazardous SRS situations from operationally known working environments. By using the training package and evaluating it, the impact on prevention work is to be demonstrated in two different hazardous areas: postal delivery (DHL) and industrial production (steel company HKM).

Activities/Methods:

Seventy volunteers from the two companies each (N = 140 together), who carry out fall-prone activities are randomly assigned to two training groups of 25 participants (per company) and a control group of 20 participants. Intervention group I undergoes a tripping training with unexpected mechanical gait perturbation, intervention group II one with VR-based gait perturbations. All groups will also receive a VR-based awareness-training of SRS hazards as an introduction with an additional transfer task based on 360 degree fotos showing high risk places for tripping, slipping and falling after training. To measure trainings effectiveness on different levels, all groups go through a specially designed course to measure the change in gait stability before training (T1) and afterwards (T2) as well as after a six-month period (T3). Transfer of training experiences and subjectively perceived improvements are also measured based on online surveys.

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