The following is an excerpt from our whitepaper: ‘How to Bring Virtual Reality Into Your Employee Training Program’:
Whether you have decided to run a pilot or you are just starting your rollout with a small group, you want to set it up for success. Here are the considerations and best practices to have it run smoothly.
- Determine employee group – Depending on your pilot objective, you’ll want to select a group for the pilot that is receptive to the idea of VR training, with a need for the content being taught, and who has supportive leadership that you’ve included in getting buy-in. You may also want to consider factors such as geographic location for doing remote testing or for controlling the environment within a classroom setting. Lastly, if there is a difference in demographics across groups, you may want to consider a younger employee demographic who may already be familiar with using VR.
- Determine location and timing – The best practice for getting started with VR training is to include it as part of another relevant training session. For instance, if you have a 3-day training session planned for this group, you can work the VR training into that agenda. Note that the smaller the class size, the easier it will be to support the trainees as they start working with VR.
- Build VR into the agenda – A typical VR training module is 15 minutes or less. It is great to schedule VR in between classroom sessions to break up the material and help keep trainees engaged. But in order to properly introduce VR, you’ll need time for the following:
Demonstration – Demonstrate the training by displaying the headset view to a monitor in the classroom so trainees can see what the experience is like and get comfortable. This doesn’t need to be more than a few minutes so they see what the experience is like.
Login – Allocate time for helping users login to their headsets. Before the training, you’ll set up each user with a unique login from the VR training software. You can send users the link to login via email just before or during the training or have it printed out so you can easily walk them through login on the headset. This is how their individual metrics are captured.
Practice – Part of the login time should also include practice time for trainees to adapt to VR. Most training content includes a practice area where users can interact with objects in a room to learn functionality.
Training – Once users are comfortable, it may make sense to pause from VR (users can get VR fatigue after around 30 minutes of use). Then later in the day/agenda have them execute the training. Most training content can be done from a seated position in a classroom or 10×10 space.
Testing – The training modules often have an assessment at the end, however, not all training modules expect users to achieve a passing score the first time and instead allow for a certain number of retakes. Depending on your content and the number of retakes you allow, provide time in the agenda for trainees to retake the training/assessment.
Survey – Most pilots or initial rollouts need user feedback to determine viability. Be sure to leave time for a survey on what the employees thought of the VR experience.
- Enlist technology helper(s) – Because VR is a new technology and may require some additional help for users to get the hang of login and functionality, bring along helpers who have used the technology and understand how to help users get started. This is particularly important if the training is being done in remote locations. For those situations, select someone as a training ambassador who you can teach VR to ahead of the training so they can be the on-site support.
Download the whitepaper: ‘How to Bring Virtual Reality Into Your Employee Training Program’
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