Immersive Training

As immersive technologies advance, the list of enterprises leveraging virtual reality (VR) solutions to reshape the way they interact with customers, staff, and corporations grows. Business leaders and key decision-makers across various industries recognize how VR can refine customer service, patient experience, communications, and sales methodologies. However, in recent years, organizations are taking advantage of VR’s ability to enhance company learning and development (L&D) strategies as well. With applications ranging from new-hire onboarding to safety training, immersive learning offers teams interactive training experiences proven to be more effective than traditional approaches.

Benefits of Using Virtual Reality for Training

Personalize lessons and drills, enabling trainees to learn at their own pace and repeat exercises as necessary.

Streamlines employee onboarding efforts, ensuring each experience is consistent and reliable.

Enhances knowledge transfer efficiency, helping teams train faster and retain information longer.

Reduces training costs by replacing expensive simulations and equipment with virtual environments and resources.

Presents facilitators with the analytical insights and tracking tools needed to optimize programs and procedures.

Why VR for Training?

✓ Deliver actionable feedback and instantly identify areas of improvement throughout personalized training procedures.

✓ Reduce the likelihood of workplace accidents and injuries by adequately preparing teams for any potentially hazardous situations they may encounter.

✓ Minimize training costs by boosting the speed, accuracy, and effectiveness of corporate development strategies.

✓ Instill muscle memory within trainees, aiding the transition from virtual exercises to physical practice.

✓ Motivate and engage staff by providing meaningful experiences and ample opportunities to learn and grow.

✓ Strengthen confidence in employee performance and improve employee retention.

✓ Integrate with existing learning management systems (LMS) to analyze each trainee’s performance and progress.

How to Get Started

Incorporating virtual reality within a learning strategy begins with the end result; defining the ideal outcome of a training solution enables the efficient development and implementation of a suitable experience. By answering these questions, your organization will have clear expectations and set goals to work towards throughout the process of scaling your virtual reality training program.

Who is the intended audience?

Knowing who the end-user is will inform design choices. We consider the person’s needs and motivations to ensure we are talking to them in a way that resonates.

How will people access the experience?

Do you plan on sending headsets to the trainee’s home, or will they come to a facility? Do you want the experience available on multiple platforms – i.e, headset and desktop or headset only? This will help our team identify the hardware to develop for and what types of interactivity are best suited for the environment.

What training simulation will make the biggest impact?

Start with a use case that has a measurable impact. Consider opportunities in areas such as minimizing safety infractions, reducing the cost of resources when training, increasing knowledge retention of abstract concepts, and teaching complex processes that require muscle memory to perform adequately

What are the key takeaways from the experience?

Document the top three goals that would make this training simulation a success.

What are the KPIs to measure success?

Defining what the key performance indicators are will guide the design of the experience to ensure it accomplishes the goals your team sets forth.